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.

At Bech-Bruun, we have clear diversity goals. In 2020, we were the first law firm in Denmark to set two ambitious diversity targets towards 2025 and 2030 respectively.

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

Achieving our diversity goals in 2025 and 2030 is an important step, but to create lasting change, we must also succeed in creating more room for diversity at Bech-Bruun.

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

Our strategy consists of five focus areas that we will be working on in the coming years. Read more about the focus areas below.

Flexibility - More flexibility in your working life 

We believe that greater flexibility in working life will help more people feel that they can combine working at Bech-Bruun with whatever else they want to do with their time. The kind of flexibility we want to promote is based on the same foundation as the rest of our culture at Bech-Bruun.

We will be working with flexibility in three areas in particular:

• Pregnancy
• Maternity leave
• Working hours and location

Talent development - Professional, personal and career development 

We need to build a recurring and more inclusive dialogue about the individual's professional, personal and career development. We will do this first and foremost through a change in our SDD concept, which will contribute to a greater extent:

• Ongoing and focused feedback and adjustment in relation to tasks, professionalism and career
• Mutual understanding and recognition between manager and employee and thus inclusion

Recruitment - An inclusive recruitment process:

In the coming years, we will review our overall recruitment process and ensure that it best support the need to attract the best talent in the industry. This includes:

• Minimise bias in advertising, selection and interviewing, as well as in the hiring and onboarding process
• Achieve greater diversity in our pool of potential candidates
• Include and embrace the diversity of employees once they have been hired

Career paths - Room for different career paths

An important contribution to our talent development is to create greater openness and ensure the continued development of our various career paths at Bech-Bruun. In particular, we must create greater openness about the partner role and the path to it:

• More people should be able to see a viable future at Bech-Bruun within the different career paths that exist
• More people should have the opportunity to see themselves in the partner role and its complexities and nuances

Mentoring scheme - Mentoring programme for more effective career development:

Over the coming years, we will build a mentoring programme for Bech-Bruuns employees that will contribute to more effective career development. This through:

• Focused talent development through personalised attention and individual support
• More openings for career-enhancing activities such as relationship-building work or performing tasks that are not commonly assigned
• Natural encounters with role models who can show what a given future can look like and be achieved in the organisation.