Addleshaws sets out goals to boost diversity

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  • Other than through postive discrimination, how are they going to do this?

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  • Contrary to what some think, there are factors other than merit (or lack thereof) that lead to under-representation of women in the workplace. Believe it or not, quite a few women CHOOSE not to take/pursue positions higher up on the ladder due to concerns regarding their family lives. Addleshaw Goddard doesn't have to resort to positive discrimination to boost the number of female partners. Flexible working schemes or the establishment of creche facilities for example could lessen the pressure put on women who feel at the moment they need to choose between being a mother or being a partner at their firm.

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  • "Practice areas need to establish key performance indicators"
    So all things being equal, a man would lose out to a woman on partnership promotion because her appointment would tick off objectives for the firm/other partners.

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  • @Shaun, 'All things being equal' is just a phrase you're using to defend the status quo. If all things were truly equal, there'd be as many women as men in the partnership anyway. Are we going to hear the usual predictable moaning from males who foresee their privileges being eroded?

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  • 160ish partners of whom 2% are BME = 3. To get to 10% that means 13 new BME partners in the next 3 rounds. Some could be lateral hires but the last round promoted 5 in total. Call me unconvinced but I struggle to see how the goals will be achieved without positive discrimination whether that is through the promotion process or lateral hires

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