Thought leader

Diversity matters

By 1972, Reed Smith had 90 lawyers, predominantly based in Pittsburgh. Before geographic expansion, came the need to diversify the workforce, as the immigrant population in the US increased. Ethnic minority and female lawyers were hired, new practice groups were created in response to client demands and a wider range of services was being sold to clients.

Today, attracting and retaining a diverse workforce continues to be one of the pillars of Reed Smith’s strategy. Large UK corporates and financial institutions, such as Barclays, have also recognised that diversity at all levels of an organisation is fundamental to world-class business. As a result, they are now demanding details on the gender and ethnic make-up of law firms in their external panel reviews. In response to these trends, Reed Smith has a director of diversity, to ensure that recruitment efforts are broadened, issues unique to minority lawyers are addressed and that internal-support structures exist for minority lawyers. Practical steps that have been taken include:

The creation of a women’s network. In response to suggestions from female associates, a network for female clients and contacts has been introduced. Regular events are held based on themes of particular interest to women, such as dress codes in the workplace or how to make an impact. Workshops have also been facilitated for female lawyers to help them with issues such as combining work with having a family and career-advancement advice;
Setting up an associates’ committee. This provides a regular forum for communication, between diverse associates and the firm’s management, on important matters such as professional development. It is essential for management to understand exactly what it feels like to work at Reed Smith during the various stages of an associate’s career. With this candid feedback, changes can be made to ensure that all associates have a challenging and rewarding career path;
Development of a trainee knowledge bank. Trainees pointed out that the research they were undertaking was a valuable resource that could be put to wider use, so a knowledge bank has been created to share their findings. The trainees are also motivated by the fact that they can make a difference, even at a junior level, in improving the way the firm works.

Marie Armstrong is European business development director at Reed Smith. She can be contacted at marmstrong@reedsmith.com. This is an extract of an article first published in Legal Marketing magazine, August/September 2006. For more information on this, or any other Ark Group publication, please contact Gia DeCicco at gdecicco@ark-group.com.