Shearman & Sterling LLP
Issue link: https://digital.shearman.com/i/1378060
Ongoing Firm Initiatives It has been two years since we established a Global Diversity and Inclusion Task Force chaired by the Senior Partner. Additionally, at that time we appointed a Chief Diversity and Talent Strategy Officer to lead our efforts on recruiting, retaining and advancing women and diverse talent. We have a range of initiatives which have been led and supported by the firm leadership to improve our gender pay gap and broader diversity and inclusion at the firm. RETENTION Understanding the employee experience through engagement surveys and regular feedback. Enhancing and promoting family leave policies. Continuing educational programs focused on supporting inclusion and people from diverse backgrounds. Expanding maternity and paternity coaching. Enhancing our employee inclusion networks to increase engagement. Launching a renewed performance management program with an emphasis on continuous feedback. Launched the inaugural global women's mentoring circle progam to support the advancement of women. Launched the inaugural sponsor- ship webinar series to support the advancement of women and diverse professionals. Providing more opportunities for leadership and management skills development, e.g. Associate Leadership Academy. ADVANCEMENT We support the advancement of our female lawyers with mentoring circles and sponsorship interventions coupled with leadership development. RECRUITMENT We run an annual Women in Law event. This event is aimed at undergraduates and graduates to encourage female applicants to the firm's UK trainee solicitor program. Campaigns to attract applicants from diverse backgrounds. Promoting our enhanced family leave policies to attract a wider talent pool. Supporting lawyers who have taken career breaks in their return to private practice, e.g. Reignite Academy. We collaborate with an external female returners programme to attract more female talent back into private practice. THE UK GENDER PAY GAP 5 We measure diversity and inclusion as part of staff probation meetings and exit interview feedback alongside our inclusion affinity networks, and we have seen and we have seen steady improvement in the area of diversity and inclusion.