Bech-Bruun

Diversity and inclusion are an essential part of Bech-Bruun's DNA. We have set a clear direction for our work with diversity and inclusion in the coming years. We want to be able to attract and retain a diverse employee composition at all levels, which is why we have launched a number of initiatives within the different phases of working life that our employees go through. In 2020, we set two ambitious diversity targets towards 2025 and 2030 respectively:

1. By 2025, every third new partner should be a woman.
2. From 2025 and up to 2030, half of them should be women.

Achieving our diversity goals in 2025 and 2030 is important, but more diversity can't stand alone. We also need to realise the potential of becoming a more inclusive workplace. With our strategy for diversity and inclusion towards 2025, we have therefore decided to step up the pace and do even more. We do this both as a workplace for our more than 550 employees and as a player in the industry, where diversity and inclusion remain a major challenge.

Bech-Bruun's strategy for diversity and inclusion towards 2025

Towards 2025, we have chosen to prioritize five focus areas to ensure the goal of increased diversity and inclusion in Bech-Bruun. The five focus areas we will be working on in the coming years are:

Flexibility: We believe that greater work-life flexibility may contribute to more employees experiencing that they are able to combine working at Bech-Bruun with whatever else they want to spend time on. We are all different and naturally have different preferences in terms of how we want to live and work. We will be working with flexibility in three areas in particular: pregnancy, maternity and working hours and place of work.

Talent development: We aim to have a recurring and more inclusive dialogue about the professional personal and career development of every individual employee. This dialogue is first and foremost secured by changing our concept for appraisal interviews.

Recruitment: Over the next couple of years, we will review our overall recruitment process to ensure that it optimally supports our need to be able to attract the top talents of the legal profession.

Career paths: A key component of our talent development is creating more openness about the different career paths available available at Bech-Bruun. In particular, we need to ensure greater openness about the partner role and the path to becoming a partner.

Mentoring scheme: Over the next couple of years, we will build a mentoring scheme for employees of Bech-Bruun, which is intended to contribute to more effective career development.