SUSTAINABLE BUSINESS IMPACT REPORT 2021 / 2022
Workplace
Equality, Diversity & Inclusion
As a firm we recognise the importance of Equality, Diversity and Inclusion (EDI) and realise that having a variety of views and backgrounds in the firm leads to greater innovation, creativity and an inclusive environment. It is also the right thing to do.
We have taken many steps on our EDI journey to date but and know that our progress needs to be consistent for many years to come and indeed may never be finished. Our EDI strategy is currently under review but we can confirm the scope of actions and strategic objectives has broadened to capture societal changes. To assist us with this process over the past 12 months we have refreshed our EDI Committee. The EDI Committee has been instrumental in the launch of the firm’s revised Dignity and Respect at Work policy. This policy reflects our firm’s strategic objective to ensure that our people have fulfilling careers and experiences while at work through their engagement with others. The policy reaffirms the firm’s commitment to ensure that “all of our people are treated with dignity and respect and supports the creation of a culture that is mutually respectful, fair and with zero tolerance for any inappropriate behaviour.”
We recognise the access issues faced by many people from minority and diverse backgrounds. To better reflect the clients we serve and the community in which we live, we will continue to work on EDI action plans that will ensure as a firm, we afford opportunities to talent from diverse backgrounds and sections of society that are under-represented in our employee base.
GENDER DIVERSITY
Gender is the core focus of our EDI strategy as it is this area that we have the greatest challenge. We have a number of strategies to improve gender balance in the firm. Our mentoring and sponsorship programmes are key to supporting our female lawyers in progressing their careers. We have a formal sponsorship programme that has been rolled out across all departments for our female Associates who are four years’ qualified. We also offer mentoring to all our Associates who are three and four years’ qualified to support them on their path to becoming Partners and developing their careers at the firm.
We continue to actively collaborate with external partners such as the 30% Club Ireland and once again sponsored UCD’s Women in Leadership Conference again in 2022. Additional programmes provided by the firm include leadership development training, maternity coaching with an external provider, networking lunches and coffee mornings.
DATA REPORTING AND EMPOWERMENT
Surveying and reporting on EDI demographic data, on an optional and anonymous basis, will commence before the end of 2022. Employee involvement in our EDI strategy is also encouraged via annual competitions for our Trainees where they are asked for new ideas and suggestions to further enhance and develop our current EDI strategy.
We will continue to evolve our workplace to ensure all of our people are supported, engaged and rewarded to be at their best and to work in a connected and agile way. We want to enable a diverse and inclusive culture, while embracing new technology and flexible ways of working in how we deliver for our own people, our clients and our community. This will be key to our sustainability as an employer and as a firm.
LGBT+
alliance is the firm’s internal LGBT+ network and was launched by the then Taoiseach, Leo Varadkar, in 2017. The aim of alliance, in line with our LGBT+ strategy, is to support Arthur Cox staff in fostering an inclusive and open environment for the LGBT+ community, both within our firm and in wider Irish business. Membership of alliance is open to everyone in the firm. Highlights from the last 12 months include the launch of our Gender Identity and Gender Expression policy, the Pronoun Initiative and our first alliance podcast with the support of BeLong To Youth Services.
Gender Expression Policy
The firm launched our Gender Identity and Gender Expression policy in May 2022. This demonstrates our commitment as a firm to being a safe and welcoming workplace for all our colleagues, regardless of how they identify or express their gender. The policy not only outlines the ways in which the firm can support individuals, but it also serves as a resource for all our people to better understand the transgender community and gender expression generally.
Pronoun Initiative
Our Pronoun initiative encourages all our people, if they wish, to include their pronouns in email signatures both internally and externally - a first for the firm. Educational tools were provided to raise awareness on what pronouns mean to people and how gender identity can differ for individuals.
alliance Podcast We were very pleased to launch our inaugural alliance podcast this year. Our alliance Committee Chair spoke to members of BeLong To Youth Service about the organisation’s work and ‘The LGBTI+ Life in Lockdown’ report. alliance plans to continue with this podcast regularly throughout the coming year.
Showing Our Support
We continue our sponsorship with LGBT+ societies in seven Irish universities and also as a key sponsor of the annual Dublin Pride Run.
EMBRACE
EMBRACE is the Arthur Cox network for promoting diversity and inclusion of people across different racial and ethnic backgrounds within the firm and our wider communities that was launched in 2021. It welcomes members of all cultural and ethnic backgrounds as well as allies. The network provides a supportive community for our employees who relate to, identity with, appreciate or celebrate diverse culture and ethnic backgrounds.
EMBRACE focuses on the wider community through various outreach programmes which support teenagers from ethnically and socially diverse backgrounds who have ambition to study at a third level college. Members of EMBRACE are active participants in a number of these programmes including PRIME, which is the firm's work experience programme for second level students from socially disadvantaged backgrounds.
EMBRACE continues to work with our HR team to examine our recruitment processes. We want to ensure that we have fair procedures and processes in place for all applicants. The EMBRACE Committee supports our graduate recruitment team as we review and enhance our current trainee and graduate recruitment processes to ensure they are inclusive for everyone, regardless of racial and ethnic backgrounds.