What are the best ways to assess a potential partner's commitment to diversity and inclusion?

As barristers, we dissect intent through meticulous examination of evidence. When evaluating potential partners, the same discerning eye applies. While cultural pronouncements abound, genuine commitment to Diversity & Inclusion (D&I) demands deeper scrutiny. Enter official policies and practices. Like detailed witness statements, they reveal ingrained perspectives and operational realities. Does their D&I policy articulate clear goals, or is it vague prose? By analyzing such tangible measures, we move beyond performative pronouncements and assess the true heartbeat of an organization. Their policies and practices become potent testaments, whispering volumes about their genuine dedication to building an inclusive, equitable environment.

-The real partner presents his company and his capacities in a documented and written form. -He has already mapped out his supply chain and mapped out and planned a niche for his new partner. -He is curious about the correct understanding of the partner's financial situation. -He is trying to give his partner peace and reassurance about financial matters. -He does not think about case cooperation -He is fully familiar with the standards of the partnership. -He negotiates with his hands full. -He provides references and documents from his records. -He knows the rules of cooperation and always has alternative plans in negotiations. -He is trying to build credibility for his collection in the partner's mind.

When assessing a potential partner’s commitment to diversity and inclusion (DEI), focus on external recognition, community building, talent practices, employee experiences, and supply chain diversity.

Being upto date on all latest DEI policies and procedures make a difference to a candidate applying for a job or a contractor seeking a new project. Hiring managers and HR need to work together by open communication. To include external recruitment agencies too to help them with their sourcing of creating a company culture filled with people from all walks of life and ethnicity backgrounds who can help contribute towards their business model and future success for growth.

Checking on the potential partners' track record, or involvement in promoting diversity and inclusion, if the person has demonstrated by being part of such programs, or initiatives. Feedback sensitivity evaluating on their views on such subject is a good way to understand the partners approach. Is the potential partner open to work out innovative solutions on this matter.

It’s all well and good having diversity and inclusion written policies in their employee contracts, but it’s the actual action from recruitment and hiring offered to new employees and contractors alike that makes an organisation more involved with sticking to what’s written on paper. Action speaks louder than words.

Muy bueno el análisis en cada uno de los puntos establecidos. También se debe evaluar el entorno familiar del socio, su relación con la familia es fundamental para el ambiente de trabajo.