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Case Study Template
Name of companyWragge & Co LLP
Contact for enquiriesNicola Mumford
Nicola_mumford@wragge.com
CASE STUDYSummary
A brief summary of the issue identified by your organisation, the actions taken to try to resolve the issue and the final results.
Nearly 60% of Wragge & Co's fee earners are female, and yet only 17% are partners. A project has been undertaken to achieve a more equal gender-balanced partnership. The project is ongoing.Issue to be resolved
Outline what the issue was and how the issue was identified. For example did the results of a staff survey reveal staff concerns about equality of opportunity and the position and or promotion of women in the workplace, or did a pay audit/review reveal any gender pay gaps.
The above issues are purely examples and not prescriptive. For more examples of recent case studies please refer to the HYPERLINK "https://www.gov.uk/government/policies/creating-a-fairer-and-more-equal-society/supporting-pages/think-act-report"Think, Act, Report
Website.
This imbalance has to change. Research into this area has shown that organisations with a more equal gender-balanced management outperform those without.
The firm therefore launched a project called [MORE] WOMEN at the end of 2011. Led by senior partner Quentin Poole and director (and former London managing partner) Nicola Mumford, [MORE] WOMEN is a diversity initiative which aims to tackle the thorny issue of a lack of women in senior roles in our firm.
The objective? To have more women directors and partners, and more women partners in management.
Action taken
Detail the actions your organisation took in order to address the issue. Include details of any further consultations, initiatives or changes in policy and processes your organisation made. For example, changes in recruitment/promotion practises, creation of a womens leadership programmes or flexible working opportunities.
There are a number of initiatives that are either underway or being planned:
Wragge & Co has signed up to the recommendations of the Law Society's International Women's Day report. Nicola Mumford also spoke at the Law Society in January to reinforce this commitment.
The firm has revised its maternity and adoption leave policies to make them more user-friendly.
Wragge & Co is now working with Working Families. This charity aims to: provide information and guidance to working families via a helpline, liaise with government and policy makers and to engage with and support employers on topics including flexible working.
Bespoke working A project team has been assigned to work with our Human Resources team on reviewing Wragge & Co's current bespoke working practices, including conducting research and benchmarking exercises.
IT solutions A team of volunteers is working closely with our Business Information Support and IT teams to explore how IT tools can help facilitate flexible working arrangements.
Women's networks Lord Davies' report 'Women on boards' highlighted the lack of networking opportunities for women. Wragge & Co is reviewing various networks to see which are most suited to the firm and would be helpful to join.
Alternative entertaining models- Feedback from our staff indicates that client entertainment is often male-focused, which can result in female employees and clients not being invited and/or not wanting to attend.A small taskforce is looking at innovative ideas people have across the firm and outside it to see what Wragge & Co could be doing differently entertainment-wise.
Presence on our intranet A project team is looking into opportunities to feature women role models and positive stories regularly on the firm's intranet, to ensure that successes are shared and celebrated.
Result
Outline the results of the action taken. For example are more women being promoted to senior positions? Is there increased female representation on the board? Have you set up womens network groups to further womens careers in the organisation? or changed how you conduct and report pay reviews and audits?
The project is ongoing but a number of actions have already been taken as shown above.
Next Steps
Summarise any next steps you intend to take. For example, how you intend to maintain the momentum of the action you have taken so far or how you will monitor the success of your actions or how you intend to build on/create new initiatives to further the advancement of women in your organisation.
We have established a number of working groups who will, between them, take forward various initiatives. We will regularly measure the progress of these initiatives against our overall objective to have more women in senior roles within the business.
Any other information
Please detail here any further information you would like to add to be included in your case study.
If you would like any further guidance or have any questions on completing the template please call the Think, Act, Report team on 0207 035 8907/8592 or e-mail at thinkactreport@geo.gsi.gov.uk
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