Flexible working has become a cornerstone of modern-day work culture, providing junior lawyers with advantages that transcend traditional office environments. Beyond its individual perks, flexible working acts as a catalyst for fostering diversity, equality, and inclusion (DE&I) in the legal field.
This article delves into some of the benefits of flexible working for junior lawyers, emphasising its impact on promoting DE&I within the legal profession.
1. Accommodating diverse needs:
Flexible working serves as a lifeline for junior lawyers navigating diverse personal circumstances, which can include caring responsibilities, disabilities (visible and invisible), and religious obligations.
For caregivers, whether they are parents, caregivers for elderly family members, or individuals with other caregiving responsibilities, flexible working offers the autonomy to balance professional commitments with caregiving duties.
Caregivers often face challenges in traditional office environments, where rigid schedules and long hours can make it difficult to attend to family needs. For example, flexible working removes barriers for junior female lawyers enabling them to balance career ambitions with their caregiving responsibilities. By offering flexibility, firms empower women to advance in their careers without sacrificing family obligations, contributing to the breakdown of the 'glass ceiling'.
Similarly, flexible working accommodates individuals with disabilities by removing barriers to access and participation in the legal profession. Remote work options and accommodations for assistive technologies ensure that lawyers with disabilities can perform their duties effectively, regardless of physical or mental health constraints. Flexible working respects the religious practices and obligations of junior lawyers. Whether it involves attending religious services, observing holidays, or adhering to dietary restrictions, flexible arrangements empower lawyers to honour their religious beliefs without compromising their professional responsibilities.
2. Fostering inclusive work environments:
Inclusivity is fundamental to building a thriving legal practice that reflects a diverse society. By offering flexibility in work arrangements, legal organisations demonstrate their commitment to accommodating the diverse needs of their workforce. This inclusivity creates a sense of belonging among junior lawyers, leading to higher levels of engagement, productivity, and ultimately retention.
Embracing diversity not only reflects societal inclusivity but also drives organisational success and sustainability.
3. Driving DE&I strategy:
Flexible working is essential for any comprehensive DE&I strategy within legal organisations. By prioritising flexibility, legal organisations demonstrate their commitment to fostering an inclusive and equitable workplace culture where all employees can thrive.
Flexible working enhances legal organisations' ability to attract, retain, and promote diverse talent. Research has shown that employees are more likely to stay with employers who offer flexible work options that align with their personal circumstances.
Flexible working enhances legal organisations' reputation as employers of choice for diverse candidates. In a competitive job market, offering flexible work arrangements can be a strategic advantage in attracting candidates who for example prioritise work-life balance, inclusivity, and respect for diverse perspectives.
Ultimately, flexible working is not just a policy; it is a strategic imperative for legal organisations committed to DE&I. By accommodating diverse needs, fostering inclusive work environments, and driving DE&I strategy, flexible working empowers junior lawyers and contributes to a more equitable and sustainable legal profession.
As legal organisations embrace flexibility as a core value, they position themselves as leaders in promoting DE&I within the legal industry.
Guidance for making a flexible working request:
- Understand your needs: Assess your circumstances and determine the type of flexibility required, considering caregiving, health, and your commute.
- Research policies: Familiarise yourself with your company’s policies on flexible working. This may include arrangements like remote working or flexible hours.
- Prepare your proposal: Develop a detailed proposal outlining your requested flexibility, reasons, productivity plans, and benefits for the company
- Schedule a meeting: Arrange a focused discussion with your manager, supervisor or HR to express your intent to request flexible working.
- Prepare and present your proposal: Develop a detailed proposal outlining your requested flexibility, reasons, productivity plans, and benefits for the company.
- Be flexible: Be open to negotiation and willing to compromise to meet both your needs and company requirements.
- Follow up: After presenting, follow up to discuss next steps and provide any additional information needed.
- Review and adjust: Regularly review the arrangement to ensure it meets both your needs and company objectives, making adjustments as necessary.
Rachel Lee is a solicitor at Enable Law and executive committee member of the National Junior Lawyers Division
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