What’s going on here?
Linklaters has promoted 33 of its lawyers this year in its largest promotion round in 12 years. The most notable aspect of this is the fact that 11 of the promotions have been assigned to females.
What does this mean?
These promotions will take effect from the 1st May and have increased female partnership by 20%, bridging the gap between their male counterparts. Being a global firm, the majority of the new partnerships are based outside of the UK, which shows Linklaters’ devotion to making itself known as a diverse firm.
What’s the big picture effect?
It appears that Linklaters is leading the way in taking active steps to promote diversity within the workplace. Upon announcing the positive news, Managing partner Gideon Moore said that the firm is “heading in the direction [it] wishes to.” He added that he “won’t be satisfied until it’s 50-50.”
Whilst this marks a historical event in time for the Magic Circle firm, there is still a long way to go. According to Linklaters’ diversity statistics for 2019, globally, 80% of partners within the firm are male. This puts into perspective that 20% is still a relatively low amount. However, the firm recognises that nobody should feel like they are just progressing in order to meet a quota.
In recent years, the firm has begun pioneering a change in gender equality within the legal sector. Back in early 2014, the firm announced they would be introducing gender diversity targets in order to combat the inequality they were facing. Linklaters have now surpassed their 30% gender diversity targets for the second year in a row, while setting the bar for other firms to follow suit.
Linklaters is not only trying to tackle the issue of gender diversity but diversity and inclusivity in other areas of the firm as well. In 2018 they were successfully awarded the UK Best Employer for Race in 2018 by business in the community. This seems to suggest that in an industry which is steeped in tradition and little change, firms are attempting to bridge the gender and diversity gaps.
Report written by Natalie F.
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