Harbottle & Lewis LLP

We believe a diverse firm is a stronger firm. Diversity allows us to better understand our clients’ needs, provide innovative solutions and conceive alternative approaches to issues. We are committed to ensuring that our workforce is as diverse as our client base, and that our staff feel included and respected.

Grass Roots Impact

During the year, the firm has continued to focus on diversity and inclusivity at graduate level. As well as providing better financial assistance to prospective trainees, we partner with Aspiring Solicitors (AS), an organisation that champions graduates from underrepresented groups (e.g. low income families, first generation undergraduates, BAME, LGBTQ+ and those with special needs and disabilities). Through mentoring, employability assistance and involvement in AS events we are proud to say that this year we have offered more training contracts to AS members than to non-AS members.

We partner with Prime, an organisation committed to improving access to the legal profession through work experience.

Last year we also signed up to The Brokerage’s Generation 2020 Academy, a digital programme that allows us to support disadvantaged students (aged 17 or 18) through mentoring and masterclasses. Ten individuals from across the firm took part and partners Marianne Kafena and Sacha Wilson gave sessions about their careers and how to become a lawyer.

A supportive and inclusive environment

We have a dedicated Diversity and Inclusivity events program, including fundraising activities, circulars and sessions with key speakers. This programme of events complements our skills-based diversity, unconscious bias and interview skills training for those taking part in the recruitment process.

Following a review of the firm’s parental policies, these were recently enhanced. Maternity leave increased from 16 weeks to 22 weeks of full pay; shared parental leave increased from statutory pay to 22 full weeks of full pay; the length of service requirement for paternity pay was removed; and further time could be taken as single days following return to work to adjust to the pressures of parenthood. In addition, the firm introduced a parental mentoring programme for new parents.

We support those who wish to return to work on a part-time basis following maternity leave. A 100% of those requests have been granted to date. The firm also accommodated childcare-related flexible working requests from those who have not recently returned from maternity or paternity leave and requests unrelated to childcare.

Our gender balance at the senior level has improved year on year and this year we increased the number of female partners from 22% to 28% and increased the number of female partners on the Management Executive Committee from just over a third to over a half.

Supporting the Change Makers

We work to use our expertise to support those within our industries who are working to effect change.

Pro Bono Work and Initiatives

In the past year our lawyers have undertaken a number of pro bono initiatives including providing advice on furlough to social care organisations in North Central London during the COVID-19 pandemic and advising the organisation Equal Representation for Actresses 50:50.