Helen Grant, Conservative MP and under-secretary of state for justice and equalities, talks to us about the government's Think, Act, Report initiative and improving female representations at all levels in law firms.
Tell us about the government’s Think, Act, Report, initiative.
Think, Act, Report is a voluntary gender reporting initiative, launched in September 2011, which encourages companies to think about how to offer equal opportunities for women in the workplace. We’re already seeing a real change - more than 80 leading organisations across a wide range of sectors have already joined, including BT, Accenture, IBM, Network Rail, Marks & Spencer and the global law firm Linklaters. By their public commitment to promoting gender equality, these organisations are leading the way and I hope others will follow their lead.
How can the initiative benefit law firms?
There are strong reputational benefits for being recognised as thinking and acting on barriers for women and reporting on progress. Think, Act, Report encourages companies to report on gender equality in the workplace, including reporting on pay and other workplace issues.
Research shows that companies with more diverse boards achieve higher sales and returns. It also shows that women make 70% of household purchasing decisions. Companies need decision makers who can understand and respond to their customers. It will help you understand your customers better and shows your commitment to doing the right thing.
Not only have Linklaters signed up to our Think, Act, Report initiative, they are also ensuring it maximises its female staff talents and skills through its Gender Action Plan. One of the plan's initiatives has been “Food for thought”, a series of training sessions specifically designed to appeal to female lawyers. The materials from the “Food for thought” sessions are now being reworked into a new milestone learning programme called “Crafting your Career” which will be offered to all junior lawyers. Linklaters also publishes a wide range of diversity data; greater transparency about these issues is the best way to address them.
What steps do you think law firms could take to increase the number of women progressing to senior levels, including partner?
For the legal services sector there are already laws in place, such as the Legal Services Act 2007, to encourage equality and diversity in the legal profession, but more needs to be done. As part of this push, the Legal Services Board now requires firms and chambers to publish diversity data with a view to deciding how to break down barriers and promote diversity within the profession.
The government has a role in encouraging and supporting the legal profession to put the right measures in place. That’s why we launched Think Act Report, announced plans to introduce flexible parental leave in 2015 and to extend the right to request flexible working from 2014. We will put the right framework in place, so it’s now up to companies to take action. We know companies are responding to the challenge: 36 per cent of board appointments to FTSE 250 companies since 1 March 2012 have been women.
What role can mentoring play in improving the retention and progression of women in the legal sector?
I think it is really important that women talk to one another and share their own experiences and obstacles in climbing the career ladder. Many companies recognise the benefits of mentoring and have put schemes in place to help women find a mentor, who could be a senior person within their own organisation or from another company altogether.
How can the Women Lawyers Division at the Law Society best support women solicitors?
I think the Women Lawyers Division can really support women by offering expert advice from experienced solicitors, especially when it comes to taking that next step in their careers. I also think they can help share best practice by encouraging firms to sign up to Think, Act, Report so they can learn from organisations the benefits of signing up to this initiative.
What three steps would you like to see law firms take to improve the numbers and progression of women in the sector?
The challenge of combining work and family responsibility is still a massive hurdle for female lawyers, and the trick is to keep both family life and career in balance. That is why flexible working is really important. This will not only help women stay in employment but will help balance their work and family commitments. Law firms risk losing talented people and, in many instances, having to promote less talented people in their place.
Increasing female representation at partner level is crucial. Having a gender-diverse workforce will allow firms to achieve a balance of complementary skills.
Law firms should have a think about how they can retain senior female staff - they need to create an environment in which women can realise their full potential and feel that their work is valued. And that means making the workplace as flexible and family-friendly as possible. This will allow women to achieve their goals without having to sacrifice their family life.
What is your best piece of advice for women solicitors, based on your own experience?
Don't accept that you have to choose between a career or family life - I didn't. Many successful women solicitors can, and do, have both.