Blog
Rayner my parade! The importance of specialist advice.
Jemma Brimblecombe
16 February 2024
Driving change for Race Equality Week 2024
Last week thousands of individuals and organisations took part in Race Equality Week. This annual, UK-wide initiative and movement was launched by Race Equality Matters (REM), a non-profit organisation set up in 2020 to, in its own words, “accelerate meaningful change in the workplace” around issues of race equality and discrimination.
23 January 2024
New year, same ethnicity pay gap concerns – still no mandatory reporting
After five years of consultation, last year the government confirmed there are no plans to make ethnicity pay gap reporting mandatory for employers. The ethnicity pay gap being the difference between the average earnings of white employees and those of other ethnic groups.
15 November 2021
Improving diversity at the top
The Financial Conduct Authority (FCA) recently launched a consultation on proposed amendments to its Listing Rules aimed at improving diversity and inclusion on company boards and executive committees. In particular, they are seeking feedback on proposals to require listed companies to publicly disclose annually whether they meet specific board diversity targets, including in relation to ethnicity, and to publish the composition of their boards and most senior level of executive management. To understand why such proposals are necessary, it is important to consider the current state of ethnic minority representation in UK leadership, why diversity at senior levels is so vitally important and what steps can employers take to improve diversity.
5 November 2021
Progress on our pledge to increase diversity and inclusion within Kingsley Napley
When I became Senior Partner of Kingsley Napley in 2018, I made a very clear pledge to the firm – that I would make it one of my key objectives to increase diverse talent and foster a culture of inclusivity.
6 May 2021
How to check if the law firm you are interviewing at is diversity friendly?
There are various drivers forcing law firms to embrace a more diverse workforce and to attract, promote and retain talent from all backgrounds, regardless of gender, gender-identity, race, ethnicity, sexuality, religion, age, and socio-economic class (to name but a few).
