The Law Society of England and Wales has published a diversity and inclusion framework to help the legal sector make faster and more lasting change. Promote flexible working and job sharing within the Charity Commission to create excellent working arrangements that meet the needs of businesses, while offering and supporting innovative and flexible solutions tailored to individual needs and differences. I am passionate about promoting diversity and inclusion in all its forms, meanings and benefits, beyond the legal minimum; the fundamental foundations of fairness and respect for differences, equal opportunities and gender treatment, disability, mental and physical and diverse abilities, BAME and LGBT+ rights, advocacy for people with family responsibilities including dementia care, part-time workers and more. Prior to joining CIPD, Lutfur ran a consulting firm and held a number of senior positions in the public, private and not-for-profit sectors, including: Director of EDI for Tribal Group PLC (FTSE500), Head of EDI for the Department of Health, Head of EDI for the London Fire and Emergency Planning Authority, Adviser to the Foreign and Commonwealth Office, Adviser to the National College of School Leadership and staff to the National College of Policing. Mr. Lutfur also served as Deputy Managing Director of Tower Hamlets, where he led the entire transformation agenda to transform the company`s workforce, secure key partnerships, generate revenue and improve service delivery to achieve efficiencies of more than 30% and protect front-line services. Lutfur has also held several judicial investigative and advisory positions, including the Zahid Mubarak inquiry, the Prime Ministers` Working Group on Prevention, and the International Ministerial Working Group on Illegal Labour. The Gender Equality and Human Rights Commission has issued a set of guidelines on all aspects of the Equality Act 2010, including a code of conduct for employment. Although codes are not legally binding documents, they provide important guidance on best practices and non-compliance with these documents may be taken into account by courts or tribunals. When a workforce is diverse, it better reflects society as a whole, which can allow law firms to attract new clients and better serve existing clients. Learn more about diversity and inclusion in the legal industry from David Aird, CIO of DAC Beachcroft, in episode 1 of our Shaped for Law podcast. To do this effectively, we need to ensure that we look outward and understand and value the diversity of the sector we regulate, and internally, we have an inclusive and diverse workforce where employees fully represent and understand the public we serve. While there is no legal requirement to have a written policy on inclusion and diversity, it is a good idea to create one to show that the organization takes seriously its legal and moral obligations to a diverse employer.
It can also encourage employees to treat others equally. As demands for justice agitate organizations around the world, diversity and inclusion goals in many law firms have quickly shifted from ambitious mandates to commercial mandates. Recently, a UK-based energy company selected just 12 law firms after a detailed review of their diversity and inclusion commitments. A global beverage company automatically offered a seat on its external panel of lawyers for companies that met its strict diversity requirements. Earlier this year, a Swiss multinational pharmaceutical company added 22 law firms to its legal panel, linking billable time to meeting diversity and inclusion goals. Stephanie Boyce, President of the Law Society, said: “From Main Street to the Supreme Court, the legal profession must reflect the society it serves. There`s often a leap to action at D&I – a sense of urgency to “do something,” with a variety of tips, systems, and checklists. This can lead to activities that respond to immediate pressure, are short-lived, or are not adequately equipped or recognized. While recognizing the speed with which its team of engineers and other experts developed Fulcrum Snap HCM, Telfer expected it to continue to innovate as the legal industry evolved. Meanwhile, law firms around the world are becoming advisors of choice by meeting the diversity and inclusion criteria that are now the norm for modern legal affairs.
In addition to targeted initiatives, a coherent strategy is needed to ensure that work practices across the organization support an inclusive culture that considers diversity. The strategy must be supported by organizational values and the behaviour of leaders and managers that reflect the importance of inclusion and diversity.