Session report two: IBA Annual Conference in Mexico City
Pavla Kopeckova Prikrylova
Peterka, Prague
Richard Spink
Burgess Salmon, Bristol
The second panel was moderated by Antonia Rodriguez Miramón (Abogadas MX, Mexico) and was composed of:
- Vincent Cohen Dechert, Washington, DC
- Mariana Gonzalez Varga Basham Ringe y Correa, Mexico City
- Mariana Herrero Galicia Abogados, Mexico City; Vice Chair, IBA Water Law Committee
The panel shared their tips on how to implement the diversity and inclusion (D&I) initiatives in a real way, so that it was not only about ‘ticking the box’. All the speakers agreed that a systemic change in our profession was needed and it has to be driven by the leadership of the law firms.
From the discussion, it was deemed essential that the outcome of implementing the D&I policies, which include decreasing the turnover rate, attracting more talent and ascending more female lawyers in leadership roles, etc, need to be measured.
And, how to do it? Here are some methods employed by the speakers’ firms:
- ensuring that there is a diverse composition in the hiring team, that applications are anonymised and that structured questions are given to the applicants;
- creating a questionnaire regarding concrete D&I initiatives as part of a regular evaluation process of leading lawyers (partners, senior associates, team leaders) and, subsequently, evaluating these initiatives;
- setting up affinity groups which are a safe place for asking questions and receiving direct feedback;
- training on unconscious bias;
- mentoring;
- discussing career plans not only with lawyers but also with support staff; and
- celebrating diversity: recognising and celebrating the diverse backgrounds and achievements within the firm. This not only highlights the value of diversity but also reinforces a culture of inclusion.
The overall conclusion can be summarised as follows:
- the implementation of D&I policies is never easy but is necessary and the engagement of the leadership team of any law firm is indispensable. It is important to measure D&I efforts in order to get them completed, so that they do not remain only another accolade on the firm’s website; and
- celebrating diversity: recognise and celebrate the diverse backgrounds and achievements within the firm. This not only highlights the value of diversity but also reinforces a culture of inclusion.
