Why is DEI so important to BCLP?
At BCLP, we believe that Inclusion & Diversity (“I&D”) enriches the quality and fabric of our culture and makes us a stronger, better firm. We strive every day to create an inclusive workplace where every individual feels celebrated and able to be themselves.
We believe that no one should be held back because of their age, disability, genetic information, parental or family status, religion or belief, race, ethnicity, nationality, sex, sexual orientation, gender identity (or expression), veteran status, or other by any other range of human difference brought about by identity and experience. We are committed to building a workplace that is inclusive and diverse whilst providing opportunities that enable our attorneys and business services professionals, clients and communities alike, to achieve their full potential.
What is BCLP doing to champion DEI?
Attracting and recruiting diverse talent is a priority for BCLP. We lead and participate in a broad range of recruiting initiatives and activities which have a proven track record of increasing the diversity of entry level and lateral hires. In addition to collaborating with a range of specialist recruiting organisations, including Rare Recruitment, Lavender Law and Aspiring Solicitors, BCLP has initiated a number of stand-alone, flagship diversity recruiting programs, details of which are set out below.
Race for Change: Race for Change is a BCLP recruiting event now in its sixth year, offering access to leaders and role models, networking opportunities and candid guidance on applying for vacation schemes and training contracts. Race for Change has developed into one of BCLP’s most successful diversity programs, attracting over 500 Black aspiring lawyers since inception. We are proud to report that Race for Change has been effective in raising the firm’s profile with Black aspiring lawyers, and our hiring data indicates we have increased the rate of UK training contract offers to Black applicants from 3% in 2016 to 13% in 2020.
BCLP Pride: In June, 2021 BCLP hosted BCLP Pride, a “first of its kind” transatlantic half-day recruitment event developed to broaden LGBTQ* aspiring lawyers understanding of life in private practice and in-house legal roles in both the US and UK.
Career Kick Start: a two week work experience programme, held in partnership with the Social Mobility Business Partnership, aimed at year twelve students from non-advantaged socio-economic groups. The first week of the programme involves live work experience and skills development sessions at BCLP. The second week of the programme allows the student cohort (around 25 students in total) to participate in four one-day insight days, each hosted by a BCLP client.
The retention and development of diverse talent is integral to the success of BCLP. We scrutinise diversity data to develop I&D talent development programs which are data driven and impactful.
BCLP’s comprehensive I&D engagement strategy uses various methods of delivery (ranging from podcasts and newsletters to formal training) to engage and educate audiences and to provide a voice and a platform to colleagues from under-represented groups. The cornerstone of our approach is podcast series BCLP / Off Script, a firmwide inclusion and diversity podcast featuring the honest conversations between colleagues across the firm discussing experiences, perspectives and personal stories. The goal of BCLP/Off Script is to provide colleagues the opportunity to expand awareness and understanding of different experiences as well as promote continued conversations among colleagues, friends and family. Initially introduced at the height of the Black Lives Matter movement in 2020, BCLP / Off Script has since been expanded to cover issues such as antisemitism, hair discrimination, faith, non-visible disability and coming out as LGBTQ*.
Do you have any long-term goals for DEI at BCLP?
BCLP is committed to closing the gap in the diversity of our partner and associate populations. In December 2020, BCLP launched a new set of Aspirational Diversity Goals, which place a laser focus on efforts to increase the diversity in our partnership. These goals are set out below:
- 15% US/UK Racial/Ethnicity Partner Goal by 2026
- 18% US/UK Racial/Ethnicity Partner Goal by 2030
- 4% US LGBTQ Partner Goal by 2026
- 5% US LGBTQ Partner Goal by 2030
- 35% global Female Partner Goal by 2026
- 40% global Female Partner Goal by 2030
- Equal retention based on gender, race & ethnicity, disability and LGBTQ status
Our goals are underpinned by equal opportunity and fairness and supported by a focused I&D action plan.
Are there D&I initiatives/networks at BCLP for employees to join?
Post pandemic, we have worked to re-energise our Inclusion and WellBeing Networks and increase engagement across the firm. We have introduced a new structure for the Networks, including Steering Committees which help influence and drive our I&D and WellBeing strategy.
With this restructure, we wanted to highlight that everyone has a role to play in continuing to create an inclusive and supportive workplace. This can include a more active role as a Steering Committee member, or as part of the wider Network championing the issues that matter to you.
Please see the UK / EMEA Networks listed below.
- Disability Network
- Family & Carers Network
- Global WellBeing Network
- Gender Network
- LGBTQ* Network Race & Ethnicity Network
- Social Inclusion Network
- Faith Network