Our business depends on our people and their individuality. We are committed to realising the benefits of diversity throughout our business and strive to create and maintain an inclusive work environment in which all individuals are able to make best use of their skills, free from discrimination or harassment.
It is the policy of Bird & Bird ("the Firm") to treat all employees fairly and equally irrespective of age, disability, gender reassignment, marital or civil partner status, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
The principles of non-discrimination and equality of opportunity also apply to the way in which employees treat clients, visitors, suppliers and former staff members.
The policy applies to every aspect of employment including:
- job advertisements
- recruitment and selection
- terms and conditions of employment
- reward and recognition
- promotion and advancement
- learning and development
- organised social events.
The Firm will:
- ensure that no requirement or condition will be imposed or taken into account without legitimate justification which could disadvantage or discriminate against individuals on any of the above grounds
- put appropriate governance in place to ensure that this policy is implemented, developed, communicated and understood throughout the Firm
- communicate that this policy is endorsed and supported by senior management
- monitor and maintain statistics within the Firm’s diverse make up and will make statistics publicly available
- endeavour to establish our Suppliers’ and prospective Suppliers’ attitudes to diversity and will take such attitudes into account when determining which Suppliers to appoint to the Firm.
ensure that no requirement or condition will be imposed or taken into account without legitimate justification which could disadvantage or discriminate against individuals on any of the above grounds
- put appropriate governance in place to ensure that this policy is implemented, developed, communicated and understood throughout the Firm
- communicate that this policy is endorsed and supported by senior management
- monitor and maintain statistics within the Firm’s diverse make up and will make statistics publicly available
- endeavour to establish our Suppliers’ and prospective Suppliers’ attitudes to diversity and will take such attitudes into account when determining which Suppliers to appoint to the Firm.
Primary responsibility for promoting, reviewing and advancing this policy lies with the Diversity Committee.
The Diversity Committee will:
- be appointed from time to time by the Executive Committee (or the Chief Executive Officer acting on its behalf)
- provide quarterly reports to the Executive Committee
- regularly review internal procedures
- liaise with Graduate & Trainee Management, Human Resources and Learning & Development on selection processes and development opportunities
- encourage initiatives to foster a culture of diversity within the Firm.
The Diversity Coordinator, reporting to the Diversity Committee will:
- bear responsibility for operational aspects of this policy
- develop initiatives based on best practice
- ensure that the committee is advised of all aspects of legislation.
All Partners and staff:
- are required to be aware of and act in accordance with this policy
- should participate in induction training or internal training programmes.
All who are involved in recruitment and supervision will:
- be expected to understand the importance of this policy
- actively support the promotion of diversity in the workplace.
Graduate & Trainee Management and Human Resources will:
- be responsible for applying this policy throughout all processes.
Learning & Development will:
- be responsible for ensuring that appropriate training is available and attendance recorded.
Any failure to comply with the terms of the policy may result in disciplinary action.
Any individuals who believe they are being discriminated against (direct, indirect or victimisation) are encouraged to raise the matter in accordance with the Firm's Grievance Procedure. Any individuals who believe they are being subject to harassment are encouraged to raise the matter in accordance with the Firm’s Harassment Policy.