Demanding Race Fairness at Work

Webinar held on 24 November 2020 with the Black Solicitors Network and Rare Recruitment:

The Race Fairness Commitment, (RFC) was set up by Raphael Mokades, Managing Director from Rare Recruitment, in June 2020, in response to the re-emergence of the BLM (Black Lives Matter) movement. This webinar involved collaboration with the BSN, involving the following panellists:

Paulette Mastin, Counsel, Linklaters and Chair of BSN; Raphaella Gabrasadig, Associate at Travers Smith; Segun Osuntokun, Managing partner at BCLP

What is the Race Fairness Commitment (RFC)?

Rare Recruitment have set up an initiative, called the ‘Race Fairness Commitment’ which seeks structural change under a two stage commitment for law firms, to monitor and promote the advancement of BAME candidates, from attraction stage to partnership. The RFC will also provide assistance on how to achieve this commitment through a framework.

What does the RFC aim to do?

The RFC will ensure ‘numbers don’t lie’ with data reported, measured and through holding individual firms accountable. Uncomfortable readings are expected, but will provide the data to react accordingly.?

How is the data collected??

Firms will send their data in a standardised format to Rare Recruitment and allow this to be shared with other firms.?

Why is there a lack of race fairness in 2020?

After the re-emergence of the BLM movement in America, a focus on race fairness was highlighted, with current statistics showing that BAME students, although increasingly being recruited widely at the attraction stage, were falling behind post qualification a year or two later. In order to seek further clarification on discrepancies from the stages of trainee to associate through to partnership level or management, the RFC was set up.

How will employees be involved with the RFC?

Employees will be asked for anonymised feedback on their experiences, or those witnessed, within the firm on issues of racism and, if raised, how the firm dealt with this.

Who has experienced racism the most?

Female black lawyers reported the most incidents of racism, with male black lawyers less so.?

How does cultural landscape play a part?

Accepting cultural differences and talking about cultural activities is not racist, for example, people may talk about their interest in skiing holidays, which may not be a familiar topic to some, but one has to accept that is ‘life’ and often subjects discussed will be outside of your zone of interest.

How do you approach the required changes in the workplace?

The realisation that previous changes have not worked sufficiently, was acknowledged through a disparity audit in 2018, through government diversity reports. Although it is accepted change requires effort and a continuous strategy, most importantly it comes down to accountability from the top.?

What specific changes should be adopted in the workplace?

It has been realised that attention needs to be paid to the career journey, from start to finish, looking at monitoring the support required to retain employees. Firms need to look at the whole package of support, looking at the joining stage and ensuring new joiners feel they belong before they start, looking at their progression processes, offering mentoring and coaching, and the partner life cycle.

Although the recruitment stages are not the main issue, some aspects of the assessment process involving psychometric testing, where some students can fall down have been identified, with some firms removing these. More information can be located in my article?https://www.dhirubhai.net/pulse/race-diversity-inclusion-claire-jutsum/

How should issues of racism be tackled in the workplace?

Although there are a range of approaches, none of which are comfortable, and provide an uncertainty over the level of support available, a visible allocated leader would ideally be placed as a main point of contact. There should also be mandatory diversity training delivered where the message comes from the top, providing mandatory awareness. A series of podcasts featuring role models has successfully worked in some firms and having mentors, internal or external, have proven to help navigate career progression.

Socialising and racism?

Events involving alcohol can exasperate any racial slight that is ongoing in a firm, so monitoring or restricting these events is advised.

Conclusions from the panellists:

• Use the power of networks and social media platforms to engage and support diversity and inclusion.
• Don’t be lazy in your conversations, aim to reach out on relevant topics, and have an awareness of the people in your organisation as they are your greatest asset.
• Five years ago the contextual recruitment data system was put together and has now successfully reached the one millionth application considered in ‘context’. This should be seen as a massive achievement.
• Black people reaching partnership is happening but needs to be recognised as achievable and aimed for, black lawyers should be as strategic as their white colleagues are. It should also be acknowledged that institutions are dramatically less institutionally racist as they used to be.
• Look out for the big change in 10 years’ time, the approximate time it takes to reach partnership level!

For more information on the RFC and for law firms wishing to sign up, visit:?https://racefairnesscommitment.com