IP&ME’s Lunch and Learn event on 30 January 2025, with guest speaker Adjoa Anim, focused on Diversity, Equity, and Inclusion (DEI) and aimed to provide attendees with a selection of achievable DEI related New Year’s Resolutions. You can view a recording of the full session here.
Adjoa’s personal investment in DEI, coupled with her journey in the legal profession so far, has offered invaluable perspectives for all who attended. Adjoa’s story, which began with a background in History before transitioning into Law, exemplifies the challenges and opportunities faced by those working in the industry. After joining a law firm as a paralegal, she quickly advanced and now works as a Trademark attorney at HGF. Her experiences and passion for DEI are driven by the desire to make a meaningful impact, particularly for younger people navigating their careers.
Key Takeaways for Legal Firms and Clients
When it comes to DEI, no workplace is immune to the challenges presented by a lack of diversity. Adjoa emphasised the importance for employers to have a crafted, thoughtful, and actionable strategy that aligns with the company’s DEI values. In her previous position in the INTA Brands for a Better Society Committee (now known as the Brands and Sustainability Committee), Adjoa and fellow committee members devised the guidance provided in INTA’s guide to corporate social responsibility.
Moving to the New Year’s Resolutions, Adjoa came up with several guiding principles that anyone at any level can adopt to make 2025 a DEI-oriented year:
- Continuous Learning is Crucial
DEI is a process of ongoing growth. We must remain open to new ideas, even when they challenge long-held beliefs. Having supportive colleagues as sounding boards can make this learning process less daunting. - Develop a Thoughtful Strategy
Given the limited resources in most firms, it’s essential to be selective about where to start with DEI. A strategy with clear, manageable goals helps to avoid feeling overwhelmed, and communicating the reasons behind these decisions ensures no one feels excluded from the process by the lack of focus on any particular DEI aspect. - Engage Stakeholders Early
DEI efforts are most successful when everyone is involved. Engaging stakeholders—employees, clients, and shareholders—early in the process ensures that any strategy reflects their perspectives and needs. This inclusive approach can help foster a stronger sense of ownership among all parties along with accountability for every individual to take action. - Collaboration Across Firms
The legal sector is highly competitive, but there’s great value in sharing DEI insights with other firms. By exchanging experiences and ideas, we can learn from one another’s successes and failures, ultimately strengthening the sector as a whole. - Investing in DEI Long-Term
DEI isn’t a quick fix—it’s a long-term commitment. As the saying goes – it’s a marathon, not a sprint. For firms to see results, they must embed DEI strategies at every level, continually evaluating and refining their efforts. - Open and Transparent Communication
Much like clients, employees want to know what’s happening and when. Keeping the lines of communication open ensures that everyone feels included in decision-making processes, helping to build trust and alignment. - Encourage Broad Participation
DEI work shouldn’t fall on the shoulders of just a few. To ease the burden on those already involved, it’s crucial to actively encourage more staff to engage in these efforts. - Consistency in Messaging
For DEI initiatives to succeed, messaging must be consistent across all levels of the organisation. From senior leadership to junior staff, a unified message helps to create cohesion and understanding. - Incentivise DEI Contributions
Incorporating DEI engagement into performance reviews and appraisals can help normalise these efforts across the organisation. Recognising these contributions allows employees to feel empowered to participate. - Foster a Psychologically Safe Environment
DEI strategies must create a safe space for open, respectful feedback. Leaders can facilitate this by providing avenues for staff to share their thoughts, whether through surveys or town halls. - Measure and Adjust Progress
Just as with any strategy, tracking DEI progress is essential. Even if targets aren’t met, it’s important to reflect on why and make the necessary adjustments to ensure continued progress. - Collaborate with HR
DEI should never be an isolated function within HR. While they bring expertise, the entire organisation must work together to drive change. DEI should be a partnership across workplaces. - Lead by Example
Leadership at every level must model allyship and advocacy. By actively supporting DEI initiatives, leaders set the tone and create a network of support throughout the organisation. - Focus on Retention as Much as Recruitment
While recruiting diverse talent is important, retention is just as crucial. It’s not enough to hire for diversity if employees don’t feel included or supported once they’re in the door. No workplace wants an open revolving door, nor a structure that is diverse at the bottom but uniform at the more senior top levels. - Support Wellbeing
DEI should encompass the overall wellbeing of employees. A culture of care and support for mental health can help retain talent and ensure long-term success.
Key Takeaways for Individuals
- Surround yourself with people who support your EDI efforts.
- Be mindful of your own health and wellbeing. Make time for self-care. Know when to take time out.
- Don’t stretch yourself too thin. Be strategic.
Conclusion
DEI in the legal sector is an ongoing journey but one that requires commitment, collaboration, and a willingness to adapt by everyone. IP&ME hope this Lunch and Learn will spark a new perspective on DEI and encourage everyone to become more active. The efforts we make today will shape the future of the profession, fostering an inclusive and equitable environment for all.
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