We aim to provide outstanding client service by maintaining the highest standards of professional excellence. To meet this objective we have a Diversity and Equality Policy, committing us to supporting the principle of equal opportunities for all.
We are committed to recruiting, training and promoting the best person for the job, regardless of gender, age, marital status, colour, race, nationality, ethnic origin, disability, religion, sexual orientation or parental responsibilities. We are also committed to creating a working environment which is free of any form of discrimination, harassment or bullying and within which all individuals are treated with respect, fairness and courtesy.
The Diversity and Equality Policy applies to everyone working at Bircham Dyson Bell including employees, partners, temporary or agency workers, trainees, summer placement students, secondees, contractors and consultants. Everyone is required to comply with the policy in all of their dealings with clients, colleagues and anyone else with whom they come into contact during the course of their employment or engagement. The Policy applies not only when people are working on our premises or those of any client or contact, but also includes work-related social events, corporate events and travelling or staying away from home whilst on business.
• Bircham Dyson Bell is a signatory to The Law Society Diversity and Inclusion Charter.
As a signatory to the Charter, we believe that a commitment to diversity and inclusion is essential to reflect the society we serve today. It makes business sense because it helps us to attract and retain the best talent, it enables us to understand and meet clients' needs more effectively and so provide a better quality service.
• In 2007, the Diversity and Inclusion Strategy Action Group, composed of four partners and the HR Director, was established to review all aspects of diversity and inclusion within the firm. The group is responsible for identifying and setting the agenda and establishing the business case for each initiative.
• The firm has reviewed its graduate recruitment programme and has taken steps to widen access to those from non-traditional backgrounds. A recent example of this was our attendance of the Lawyer 2B Career Day this year.
• A series of awareness raising seminars on age, belief; sexual orientation in the workplace and parental issues are being held over the Autumn/Winter 2009/2010 and are open for all to attend across the firm.
• We have recently launched a diversity and inclusion intranet page designed to provide all employees with useful and interesting information, links and news related to our diversity and inclusion activities.