Law firms need to tackle staff retention by not just paying lip service to diversity

At a time when other business sectors are looking at cost cutting in the global economic meltdown, some of the top City law firms are grappling with attracting and retaining the best talent.  And the best talent comes from a wide range of backgrounds and institutions.

They are finding that initially recruiting a diverse workforce is easy but they are falling down when it comes to creating an inclusive atmosphere where lawyers from all backgrounds want to stay and build their careers.

One of the hardest HR issues facing professional firms is Inclusion – rather than the initial recruitment of minority workers.

Whilst efforts have already been made to encourage diversity in the legal sector, firms need to concentrate on how many people from diverse backgrounds they can retain rather than the number they can recruit.

Many City leaders pride themselves on having a distinct culture and this can cause problems if they mean people from all backgrounds are forced to try and fit into the same mould.

Linbert Spencer, a leading diversity consultant has a valid point to make on the subject. "Diversity is a given – everyone is different. The task is managing inclusion. If you start by looking to change your diversity you are conceptually starting in the wrong place."

Spencer is admirably trying to breathe life into the Government's diversity legislation that deals with discrimination on the grounds of race, religion, age and sex.  He argues that there are other areas that can make people feel uncomfortable or isolated. To this end, Spencer argues that firms need to be aware of the message they are sending to the market if they want to attract and retain the best talent.

Recrion works with a wide range of organisations on Retention and Diversity issues.  We encourage firms to broaden their recruitment criteria to include aptitude and psychometric testing rather than just academic qualifications. This does not mean lowering standards. A 2:1 degree barrier is fine as long as, within that bracket, law firms ensure they are attracting the most diverse group of recruits.

For more information on Recrion's Retention services contact Katherine Wiid, Client Director on 01780 484910 www.recrion.co.uk.