We want DWF to be a place where everyone can give their best, develop their talents and play their part in making this a truly world class business. Yet, in more than half the world, LGBT people may not be protected from discrimination by workplace law and same-sex relationships are still criminalised in more than 70 countries.
As a legal business with a growing international presence and a signatory to the UN Global Compact, taking a global view on inclusion is not only the right thing to do, it also makes business sense. Those of us who feel confident to be ourselves at work are likely to feel more valued and therefore more motivated and more productive. Being a Stonewall Global Diversity Champion is helping us to create an LGBT inclusive workplace.
We are the first legal business to be successfully re-accredited as a Clear Assured employer. This inclusive recruitment standard has helped us identify and remove barriers that have the potential to exclude disabled talent. As an inclusive employer, we want to see every candidate perform at their best and encourage candidates to tell us what workplace adjustments they may need to ensure we do everything we can to improve their recruitment experience.
Disability Confident is a scheme designed to help organisations to recruit and retain disabled people for their skills and talents. We are proud to be a Disability Confident Leader and strive to be an exemplar of inclusive best practice.
Working Families is the UK’s leading work-life balance organisation. As a Top 30 Employer, we are recognised as a business that has integrated flexible and agile working into our organisational strategy and culture. We continue to support and embed flexible and family friendly working policies and practices, encouraging healthy and sustainable ways of working.
Business in the Community (BITC) exists to build healthy communities with successful businesses at their heart. As a member of BITC we commit to being the best we can be in delivering social, environmental and economic sustainability across all areas of our business. As a member of the Employment & Skills Leadership Group we work with other businesses to bring together our collective strength to further the BITC strategy for employment and skills issues. We also sit on the Leadership Group in Scotland, helping ensure all children and adults can access education and skills support so they can get a good job, build a career, and stay in work as they get older.
We are a member of The Employers Network for Equality & Inclusion (ENEI) which is the leading employer network covering all aspects of equality and inclusion issues in the workplace. In 2018, we were one of only five organisations to achieve Gold Standard in TIDE, the ENEI evaluation and benchmarking tool which measures a business's approach to diversity and inclusion in its workforce, leadership and strategy.
The Law Society's Diversity and Inclusion Charter
Collectively across the legal sector, our approach to diversity should be one where the ultimate goal has to be about making inclusion a visible and accepted part of the way we do business. This means challenging our perceptions of talent, being honest about the culture we create, valuing difference and advancing social mobility to change our profession. As a Charter signatory, contributing to the Diversity and Inclusion Biannual Report shows how well we are meeting the Charter Commitments and where more work needs to be done.
Advancing Social Mobility
PRIME is an alliance of law firms across the UK, committed to improving access to the legal profession through work experience. DWF is a member of the PRIME Board, recognising that we have a responsibility to advance social mobility to change lives and also change our profession.
In 2018, we participated in the Social Mobility Index. The Index ranks UK employers on the actions they are taking to ensure they are open to accessing and progressing talent from all backgrounds. We were placed 60th in the ranking of employers taking part and will continue to take action to improve access to employment where barriers disproportionately impact those from areas of deprivation.
Gender Pay Gap Reporting
We continue to identify and remove any barriers that prevent capable, talented people from achieving their full potential and welcome gender pay gap reporting as a further opportunity for us both to reflect on our progress to date and to further review our ways of working, ensuring we are transparent, fair and inclusive, diverse and treat our people equitably.
We published our 2017 Gender Pay Gap Report in accordance with the guidelines set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.