Recruitment and Career Development Assessment

by | Aug 20, 2020

Client: Pinsent Masons LLP

Our client was seeking to identify and understand the barriers to recruitment and progression which may be faced by people who identify as being from a minority background. The overall aim was to create a level playing field where all talented people have the opportunity to succeed and thrive.

Initially, Brook Graham undertook in-depth qualitative research using 1-2-1 interviews, focus groups and an online survey engaging almost 30% of the entire workforce. The results clearly indicated three areas of focus: culture, leadership commitment to race/ethnic diversity and career progression. We worked with our client to translate these findings into a multi-year action plan centred on the three areas of focus, which resulted in the delivery of cultural diversity education initiatives, the creation of a network group and information about processes for reporting concerns. At the leadership level, we delivered cultural competence training and increased the visibility of senior sponsorship for this project across the business. From a talent management perspective, we put in place measures to track diversity data throughout the recruitment and promotion processes and implemented a reciprocal mentoring scheme for minority ethnic employees across the firm.



  • Cultural workshops throughout the UK, Middle East and Australian offices have broken the silence that exists around race and ethnicity and raised awareness of the challenges of working in culturally diverse teams and the impact of unconscious bias
  • Published ethnicity pay gap twice and relayed the outcomes to all staff
  • Created a film to address racial stereotypes and break down barriers which has been shown to over 250 clients, plus other law firms
  • 27% increase since 2018 in the number of employees joining FREE (Faith, Race, Ethnicity and Equality) network, which collaborates closely with other employee networks globally
  • Supported charities and organisations (e.g. Black Lawyers Directory Foundation – BLDF, Law Link and Aspiring Solicitors) to encourage diversity and social mobility.
  • Put in place measures to ensure buyers utilise diverse suppliers, using diversity-focused supplier network, MSDUK
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