Services A-Z     Pricing

Promoting a good working culture in law firms - Part 3: The importance of equality, diversity and inclusion (EDI) initiatives in promoting a good working culture

14 May 2020

Julie Norris and Jessica Clay spoke at the end of January 2020 at the ARK risk and compliance conference on the topic of promoting a good working culture in law firms.  This is the final blog in a series of three blogs. It focuses on the importance of equality, diversity and inclusion (EDI) initiatives in promoting a good working culture.


The importance of equality, diversity and inclusion (EDI) initiatives in promoting a good working culture within law firms

 

Why are EDI initiatives so important?

One of the key responsibilities for any employer is to create an inclusive workplace culture where all individuals feel respected and supported.  To be clear, the responsibility in respect of EDI does not stop at mere compliance with relevant legislative requirements, as these only set the basic minimum standard employers should be seeking to achieve.  Nonetheless, it is helpful to set out, briefly, what these legal obligations are.

The legislative and regulatory framework

First, there is the overarching Equality Act 2010, which brought together extant legislation previously covering a range of EDI areas, such as race relations and sex and disability discrimination. The Equality Act now provides a comprehensive legal framework to protect the rights of individuals and advance equality of opportunity for all.

In relation to the legal services sector, there are further key obligations in relation to EDI. 

This starts with the Legal Services Act 2007 (LSA) with the following key provisions:

  • Section 1 sets out the “regulatory objectives” which all the approved regulators have a duty to promote. The relevant objective here is “to encourage an independent, strong, diverse and effective legal profession”.
  • Section 162(1)(d) makes provision for the Legal Services Board (LSB) to provide guidance for the purpose of meeting the regulatory objectives. Accordingly, in February 2017, the LSB published revised guidance, setting out its expectations of approved regulators for encouraging a diverse workforce. This guidance also detailed the formal assessments framework the LSB had in place to ensure effective collection and ongoing monitoring of EDI data by approved regulators from their regulated communities.

 

The Solicitors Regulation Authority (SRA), which regulates law firms and those working within them, also sets out key obligations in respect of encouraging EDI and prohibiting discriminatory behaviour in its recently launched Standards and Regulations (StaRs):

Standards and Regulations (StaRs):

  • Principle 6 states that you must act in a way that encourages equality, diversity and inclusion. The SRA Principles are all-pervasive in two respects: the first is that they apply to all those the SRA regulates, namely solicitors and law firms but also non-solicitor employees within law firms; the second, is that all seven Principles now apply, where the context permits, both inside and outside of professional practice.  In EDI terms, this could be particularly relevant in relation to your use of social media outside of the workplace but also in relation to your day-to-day ethical values and behaviours. 
  • Paragraph 1.1 of both Codes of Conduct (for Individuals and for Firms) states that “You do not unfairly discriminate by allowing your personal views to affect your professional relationships and the way in which you provide your services”. Again, this provides a clear nexus between your ethical values/behaviours and how you conduct yourself within the workplace.
  • The SRA’s Enforcement Strategy also clearly states that “as well as making sure solicitors are competent”, the SRA wants to “promote a culture where ethical values and behaviours are embedded”. Indeed, this is one of the three purposes the SRA states it is seeking to achieve through regulation.
  • Accompanying the new StaRs, the SRA has also launched a new piece of guidance setting out its approach to EDI.  In addition to reminding those it regulates about the underpinning legislative framework, the guidance also sets out the requirements imposed by the LSB via its statutory guidance on all regulated firms to collect, report and publish diversity data about their workforce every two years.  The SRA’s next collection exercise is due to take place in September 2021 and the SRA has issued guidance on this process.

 

Being a responsible employer

Legislation sets the minimum legal obligations, those being to ensure that your firm takes steps to remove potential discrimination, harassment and victimisation. It is clear however, that your regulatory obligations extend beyond mere compliance with the law: not only is an inclusive approach increasingly recognised as a commercial imperative for businesses, but it is also a fundamental component of promoting an optimal workplace culture. 

A one-off and one-size-fits-all approach is not an option

What firms choose to put in place, in terms of appropriate policies and procedures relating to EDI, will no doubt be proportionate to, and dependent upon, the nature of the business and the size of the firm. Accordingly, to give effect to these obligations in the day-to-day running of your firm, and with the intention of improving your firm’s culture, you may want to think about the types of EDI policies and procedures you want to implement, or at least update, in order to achieve fair outcomes. As we discussed in our first blog , culture is not static and this means your EDI policies and initiatives cannot be set in stone. They will need regular re-visiting and updating and will need to reflect the firm’s regulatory obligations in addition to the basic requirements set out in the underpinning legislation.

Key considerations

Here are some key steps you might want to consider implementing:

1. Produce a statement of policy

This does not need to be complicated, but will need to be a comprehensive statement about what EDI means for your workforce, clients and other third parties you deal with.  This document is not to be confused with your actual EDI Policy. This policy statement might include information about your commitment to the principles of EDI as well as setting out any legislative requirements. Such a statement usually states that you have a workplace culture which does not, for example, tolerate harassment or bullying (often referred to as a “zero-tolerance” approach).

 

2. Implement an EDI Policy

or review the one you have in place - the Policy should outline your approach to key issues such as recruitment, retention and progression and be outward-facing so that clients understand how you are seeking to encourage equality of opportunity and respect for diversity within your workforce – ultimately these are the individuals acting for your clients.

 

3. Consider your approach to monitoring and analysing your diversity data

in light of the LSB’s statutory guidance.  You will need to be thinking about how you collect, monitor, analyse and report (this includes publishing) diversity of both your own workforce and of your clients.  You must not see this simply as a tick-box exercise to comply with the requirements set by your oversight regulator and implemented by the SRA, but rather, as an opportunity to better understand the needs of your staff and clients.  It might also highlight areas where you need to improve your performance and the quality of service you are providing to your clients.

 

4. Develop informed EDI initiatives

from the data you have collected and analysed.  Again, you will want to explore presenting this information in a way which works best for your firm, particularly with regard to any highlighted weaknesses or areas for improvement. These initiatives are likely to be different depending on your firm, but examples might relate to increasing representation of female and/or BAME solicitors at more senior levels in your firm, or recruiting trainees or apprentices from disadvantaged socio-economic backgrounds. 

 

5. Implement a recruitment policy

or review the one you have in place.  In terms of recruitment, everyone wants to attract the best individuals, so you will want to think about adopting an approach to recruitment which is fair and encourages promotions, in order to maximise the chances of getting and retaining the best people for each role. Recruiting a diverse workforce is likely to increase employee wellbeing (and in turn increase productivity by enhancing motivation) and could reduce your recruitment costs (if you have less staff turnover). A further benefit is that a diverse workforce will better understand the needs of diverse clients, enabling you to be better placed to provide a quality service to those clients.

 

As we set out in our first blog, managers will have a key role in promoting EDI within their firm, and to drive forward a workplace culture which is built upon trust, two-way engagement and loyalty. This responsibility will extend to identifying and removing barriers, for example in recruitment, promotion and progression. 

About the authors

Julie Norris is a Partner in the Regulatory department and specialises in advising law firms and legal professionals on legal ethics, investigations, and public law matters.

Jessica Clay is a Senior Associate in the Regulatory department and specialises in legal services regulation, with a focus on regulatory compliance, legal ethics, investigations and public law matters. 

Latest blogs & news

Workplace risk assessments: understanding legal duties under the Management of Health and Safety at Work Regulations 1999

Ensuring the safety and health of employees is a cornerstone of responsible business practice in the UK. At the heart of this responsibility lies the legal requirement to carry out workplace risk assessments—a duty enshrined in the Management of Health and Safety at Work Regulations 1999 (MHSWR). This article sets out the legal framework surrounding risk assessments, outlines practical steps for compliance, and includes expert insights from Andrew Sanderson of Kingsley Napley and Craig Lydiate of Eighty20 Risk Systems.

Law students: academic misconduct and the SRA early character & suitability assessment

Pursuing a career in law is already a significant challenge without the added stress of worrying whether past mistakes could block your path to becoming a solicitor. Early-life convictions, cautions, academic disciplinary actions, or financial issues may all impact your eligibility for admission by the Solicitors Regulation Authority (SRA).

SRA Guidance – internal investigations and guidance for in-house advisers

On 18 November 2024, the SRA published its updated and now finalised guidance on internal investigations.

AI Regulation – where next for law firms?

There has been a lot of media coverage about the benefits and dangers of artificial intelligence, and the speed of its development. Jessica Clay considers the challenges of regulation and whether it is keeping pace.

AML update for Lawyers and Law Firms

We are already half-way through 2024 and, as predicted, the fast-paced world of AML shows no signs of stagnation, with the key front line regulators such as the SRA frequently updating its AML guidance, as well as recent legislation from the European Commission, and specifically the creation of a new European AML agency in Germany. This blog continues our series of updates for legal practitioners and law firms on the key developments from recent months.

The Lawyer: Focus on our Legal Regulatory Services team

The Lawyer profiles our legal regulatory team who provide services and advice to law firms and lawyers. 

Client confidentiality— to disclose or not disclose?

When it comes to client confidentiality, does the profession draw the line in the right place?
Historically, the paramountcy of client confidentiality, to the exclusion of all else, has been instilled in us from the early days of our legal careers.  We think, it’s fair to say, that many of us faced with a request to disclose would instinctively formulate a response that erred on the side of caution and favoured non-disclosure.

The global rise of AI: opportunities and challenges

At the start of November, the government will host the first global summit on artificial intelligence (AI), with a focus on the safe use of AI. The AI Safety Summit will be at Bletchley Park, a venue representing innovation and pioneering, and once the top-secret home of WW2 codebreakers.

BSB issues new Social Media Guidance

Last week the BSB issued new Social Media Guidance, which seeks to help barristers understand how their duties under the BSB Handbook may apply to their use of social media.

Law firms: radical reform on the cards for the future supervision of AML

  • Most England and Wales based law firms are regulated by the Solicitors Regulation Authority (SRA), including for anti-money laundering (AML) and counter terrorism (CT) purposes.
  • Under reforms currently being considered, responsibility for the supervision of AML and CT could be taken away from the SRA (and other legal regulators UK-wide), and given to a new body, meaning firms could be subject to dual regulation in future.
  • The consultation on this issue closes on 30 September 2023 and given the potential implications for law firms UK wide, is worth responding to.

SANCTIONS: UK lawyers restricted from advising in transactional/non-contentious matters for those tied to the Russia regime: new regulations coming into force on 30 June 2023

The government has today laid before parliament regulations further extending the prohibition of the facilitation of sanction breaches, limiting access to advice from UK lawyers by individuals and businesses tied to the Russian regime, even where they have no underlying nexus with the UK.

Navigating litigation: what’s reserved?

The High Court has provided welcome guidance on what exactly constitutes the conduct of litigation: Iain Miller & Charlotte Judd examine this perilously grey area of the law

When will I be SLAPPed? Lawyers need to know

It’s been over a year since the government launched its call for evidence on SLAPPs (strategic lawsuits against public participation), seeking the views of the public on introducing legislation to address this perceived problem.

AML Update For Legal Practitioners and Law Firms - May 2023

This blog covers some important developments in the AML world since our last update for legal practitioners and law firms.

Updates to Legal Sector Affinity Group (“LSAG”) AML guidance

The LSAG AML guidance for the legal sector, designed to help legal professionals and firms comply with the Money Laundering Regulations 2017 (as amended), was updated on 28 March 2023.

Fair treatment of colleagues: what you need to know about the SRA’s updated Codes of Conduct

The Solicitors Regulation Authority (SRA) has been given the green light by the Legal Services Board (LSB) to amend the SRA Codes of Conduct in respect of treating colleagues fairly and with respect.

The LSB’s Decision Notice states the SRA’s intention to update the Codes immediately, “without further publicity or allowing [firms and individuals] time to prepare for the alterations”.

Indeed, these changes have already taken effect, introducing in the Codes explicit requirements for individuals to treat colleagues fairly and with respect, for managers to challenge behaviour that does not meet this standard, and for firms to treat those who work for and with them fairly and with respect, and to require their employees to meet that standard.

New rules for judges to tackle counter-inclusive behaviours

In January 2023, the Courts and Tribunals Judiciary released a Statement of Expected Behaviour (“the Statement”) setting out the standards of behaviour expected from all judicial office holders. The Statement expands on the existing Guide to Judicial Conduct and covers behaviour in and outside of court, between judicial office holders and with staff and court users.  

 

Our ‘at a glance’ guide for law firms: SRA guidance on effective supervision

In January 2023, the Courts and Tribunals Judiciary released a Statement of Expected Behaviour (“the Statement”) setting out the standards of behaviour expected from all judicial office holders. The Statement expands on the existing Guide to Judicial Conduct and covers behaviour in and outside of court, between judicial office holders and with staff and court users. 

Unlimited SRA fines on the horizon

The government is on a path to introduce legislation that will enable the Solicitors Regulation Authority to take greater action against the ‘facilitators’ of money laundering; law firms will soon need to brace themselves for unlimited fines from the SRA for ‘economic crimes’.

SRA issues Warning Notice on Strategic Lawsuits against Public Participation

Strategic lawsuits against public participation (SLAPPs) are legal actions that are taken not necessarily with the goal of winning in court, but which instead aim to intimidate, to induce fear, to tire and consume the financial and psychological resources of the target.

Culture matters: a new era for law firm risk management

Jessica Clay, Iain Miller, and Lucinda Soon are delighted to have contributed a chapter in the new title by Globe Law and Business “Risk Management in Law Firms”, published in October 2022. The chapter, republished here, discusses the SRA’s increased spotlight on ethical culture in law firms, its origins and evolution through the years, where we are now, and what is on the horizon.

You may also be interested in:

Share insightLinkedIn X Facebook Email to a friend Print

Email this page to a friend

We welcome views and opinions about the issues raised in this blog. Should you require specific advice in relation to personal circumstances, please use the form on the contact page.

Leave a comment

You may also be interested in:

Skip to content Home About Us Insights Services Contact Accessibility