McCann FitzGerald LLP

At McCann FitzGerald we recognise equality, diversity and inclusion as key drivers of high-performing organisations and of effective and positive relationships. Two partners have responsibility for the strategic development and oversight of relevant initiatives.

We engaged the Centre of Excellence for Diversity and Inclusion at Dublin City University to conduct an anonymous firm-wide D&I survey to gather quantitative data and learn about relevant experiences/issues within the firm.  This proved a worthwhile and insightful exercise, providing baseline data allowing us to set goals in priority areas and track progress moving forward.  The partners are committed to introducing next generation D&I policies and initiatives reflecting the outputs of that research and any deficiencies identified.

The outputs of our current D&I initiatives include:

• Our female representation at partner level is 30% and in senior management is well in excess of this number.
• We are an all equity partnership and so our 30% figure is high by industry standards.
• Our female representation at senior associate level is 62%
• Our solicitor pipeline is 58% female.
• Our Evolve coaching programme supports female employees transitioning back to work from maternity leave and feeds the female leadership pipeline through retention and growth of talent.
• Our structured mentoring programme and agile working initiatives seek to address the gender imbalance at senior levels and to support work/life integration.
• We have developed inclusive recruitment processes that acknowledge the diversity of applicants/candidates to the firm and aim to alleviate unconscious bias.  Our recruitment strategies are designed to reach candidates regardless of gender, ethnicity, sexual orientation, disability or socio-economic background.
• We have engaged with Diversity In Law, a network focused on supporting and developing the talent of minority Law students of high potential, irrespective of their personal or economic barriers and is a response to the lack of representation of minority lawyers in Ireland.
• We encourage cognitive diversity in the management of the firm generally and endeavour to structure decision-making and strategy to leverage the diverse skills, strengths, experiences and perspectives across the firm.
• We have an active Gender Pay Gap Committee that meets regularly to review our action plans and we are well prepared for implementation of the Gender Pay Gap legislation.
• We host/support a range of events to support International Women’s Day.
• We partner with BeLonG to during Pride Week and are founding members of the Outlaw Network, whose mission is to promote and drive the inclusion of LGBT+ people across the Irish legal community.
• In September 2020 the firm held its first Anti-Racism Programme. We anticipate it will be an annual event.
• Chinese New Year and other cultural events during the year are celebrated.
• We have Gender Neutral and Accessible Toilets.
• Our pro bono work has a focus on gender and diversity issues in terms of the initiatives the firm supports and pursues. The firm is one of three sustaining partners of Public Interest Law Alliance which itself partners with not for profit organisations, community groups and independent law centres that work on issues benefiting marginalised and disadvantaged people.