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ACCESSIBILITY

Participating law firms

Baker McKenzie believes that diversity within the firm makes us stronger and that all our people in all offices deserve respect, protection from harassment in the workplace, support and equal treatment. No-one should be put at a disadvantage, professionally, financially or socially, on the basis of who they are.

To find out more about Baker McKenzie’s approach to disability and recruitment, visit their profile here

The advice that I would give someone who has a disability and is starting work is to be positive and excited when starting the role, whether it is a full-time permanent position or a short term placement, it will change the way you look at things and enable you to develop.

Hamzah Safwan is a Knowledge Management Assistant and he works with muscular dystrophy Read his case study

Hogan Lovells is committed to enhancing our diversity and ensuring we are an inclusive working environment that attracts, retains and nurtures its people from diverse backgrounds. “Looking after our people is not only the right thing to do, but also, a healthy, engaged and resilient workforce is more productive, efficient and able to provide clients with the service they expect from us,” says Alison Unsted, Head of Global Diversity, Inclusion, and Wellbeing Strategy.

To find out more about Hogan Lovells’ approach to disability and recruitment, visit their profile here

 

You shouldn’t be put off a career in law just because you worry how your dyslexia or dyspraxia may affect your work or be perceived. Some of the senior lawyers I’ve worked with are in a similar situation and have carved out incredibly successful careers.

Shaun Cook is a trainee solicitor and he is dyslexic Read his case study

One of our priorities at Linklaters is to create a truly inclusive culture. Our goal is to foster a working environment in which individual differences are respected and valued, and everyone has the opportunity to excel. This includes those who have a disability or long term health condition.

To find out more about Linklaters’ approach to disability and recruitment, visit their profile here

The decision on whether to share information about your disability to a potential or current employer is an important one and each person will feel differently about it. However, in my experience, it has been the best course to be as open and straightforward about it as possible.

I have been involved in disability-focused graduate recruitment sessions a few times now and it’s been great to be able to discuss my experiences with students who are in similar positions to the one I was in when I started looking at careers.”

James Phoenix is an associate, he has a chronic pain condition and is dyspraxic Read his case study

Slaughter and May is committed to ensuring that our recruitment processes are barrier-free and inclusive as possible to everyone. This includes making adjustments for people who have a disability or long-term condition.

We have a Disability Working Group which includes representatives from across the firm, including partners, who work together to ensure our policies, practices and processes are inclusive of disabled people, and that our recruitment process is disability confident.

To find out more about Slaughter and May’s approach to disability and recruitment, visit their profile here

My experience has been that talking to my colleagues and HR about my hearing impairment has really helped me understand better what support I need and has given me the confidence to do my job despite some of the challenges.

Valerie Kemp is an associate Read her case study

As a firm, we’re committed to diversity and to building an inclusive culture for all. Diversity isn’t just about visible differences, it’s the unique blend of talents, skills and perspectives that make us individuals and we know it’s crucial to have a culture and environment where those differences are genuinely valued.

We are committed to bringing together the right candidates to create the high performing teams that provide our clients with the  exceptional service they expect, and therefore welcome applications from candidates of all backgrounds and experiences.

To find out more about DLA Piper’s approach to disability and recruitment, visit their profile here »