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I'm not sure I really get this.

We're a moderately-sized regional firm int' North; a few Legal 500 and Chambers Tier 1 rankings; so we must be up for consideration by general counsel for appropriate work, one would hope.

Our firm has 75% female directors. I know from our SRA diversity stats that we have a smattering of sexuality diversity, including at board level, and one or two (literally) who identify as having non-white ethnicities.

But we live in a part of the world where the population is 95% or more 'White British'. The local area is becoming more diverse with immigration and population change but that's what the area is. beautiful, but fairly homogeneous.

I'm going to recruit the best available people, without regard to the gender, ethnicity, or any other characteristics than knowledge, skills, experience and personality. In a local area with a heavily white population, that is likely to mean a heavily white staff - not from bias, conscious or otherwise, but from availability.

I applaud efforts to break down age-old assumptions and barriers, but it looks a pretty blunt tool, with enough vagueness that it can be ignored by GC whenever they like. It smacks of PR without substance.



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