Our vision is to be known as an inclusive and diverse firm, where all our people feel they can be themselves and thrive at work.
Our people are our biggest asset. We want Stephenson Harwood to be a place where colleagues can do their best work in a team that values the unique contributions that they bring. That is how we unlock our entrepreneurial spirit.
Our strategy focuses on culture, leadership, talent management and recruitment. We partner with a range of organisations who help us to create the diverse and inclusive workplace that we strive to be. We work with Stonewall, The Business Disability Forum, The Valuable 500, The Hong Kong Women's Foundation, Aspiring Solicitors, Rare Recruitment, City Parents and more.
We also collaborate across sectors and commit to removing barriers for underrepresented talent in our firm. We are signatories of the Race Fairness Commitment, a series of commitments for the recruitment, progression and retention of ethnic minority talent, and the Race at Work Charter, and we are Valuable 500 members, committed to putting disability inclusion on our board agenda.
We want Stephenson Harwood to be a firm that is open and attractive to all. We’re determined to find the best people, and continue to seek more creative ways to attract and recruit diverse talent.
Our approach to our graduate recruitment is a significant way in which we can influence change by widening access to the legal profession. While we still have work to do, we are making progress. For example, over the last four years the number of BAME candidates who have accepted an offer for a training contract at Stephenson Harwood has doubled.
In addition to hiring a diverse group of employees, we know we need to foster a culture of inclusion, where all of our people can be themselves and thrive at work. It’s about equality and opportunity, making sure that talented people can thrive and progress at Stephenson Harwood. All of our associates have a dedicated development partner, who has responsibility for supporting their development and career progression, with support from other partners in their group. We are focused on fair work allocation for all. We currently have structured work allocation pilots in two of our practice groups, with the aim of ensuring that the distribution of work is equitable; we are looking to extend this programme across our business.
Our employee networks are for, and run by, our people. They support their members in many ways, including creating a sense of belonging by celebrating diversity, connecting people across the business, and working with the wider community.
In the UK we have the following networks:
- SHout (LGBTQ+)
- Stephenson Harwood Advancing Racial and Ethnic Diversity (SHARED)
- Mental health and well-being
- Gender equality
- Enable (Disability and neurodiversity)
- Social mobility