Mishcon de Reya is a leading independent law firm. They believe everyone brings their unique perspectives and experience to any advice, transaction, or dispute.
Championing diversity and inclusion is part of the firm's core values and its Equity, Diversity, Inclusion and Belonging strategy outlines its targets and commitments. As part of driving the change set out in this strategy, the firm has a number of active employee network groups.
One of these is their gender committee. We spoke to third-seat Trainee Solicitor Aoife McCann-Jackson to find out more about the work they do.
Please introduce yourself!
I'm Aoife McCann-Jackson, a third-seat Trainee Solicitor currently sitting in the Commercial Litigation team. My previous seats have been in Art Law/Immigration and Employment. I previously worked at Mishcon as a Paralegal in the Immigration team before starting my training contract.
Which DEI network(s) are you a part of at Mishcon?
I am a part of the Gender Committee. I joined in February 2022, and assist the committee within our role modelling and networking focus area.
What work does your network do to encourage Diversity, Equity and Inclusion?
Our committee focuses on areas including family and parental support, wellbeing and retention, pay, progression and recruitment, and role modelling and networking. Within these areas, we openly discuss aspects in our firm that we think could be improved and how we can encourage positive changes to drive this forward.
For example, in my focus area, we strive to ensure that our firm is choosing to instruct female barristers instead of inadvertently defaulting to their male counterparts every time. To do so, we examined the data from our own firm and produced a report, which overall was positive and showed that we are heading in the right direction. It has also helped teams across the firm recognise where they may need to consider instructing a more diverse range of counsel, and sparked conversations between colleagues to recommend female barristers that they have previously worked with.
We also have a Working Group that we engage with to gather feedback and data from individuals about issues affecting them, or others, in the workplace in relation to their gender. This enables us to notice patterns and think creatively about how we can approach these issues.
Why do you think it is important to have networks like these in the workplace?
There is always work that can be done to promote Diversity, Equity and Inclusion. It is important for us to demonstrate, not just to Mishcon employees, but also externally, that we recognise the types of issues that affect all genders in the workplace and are striving to take action. It is also important to our clients as well, who often choose us for both our legal services and because we are aligned with their own beliefs.
Our firm's Core Values are intrinsically linked to the work we undertake in the EDI Committee, in particular, our aim to "foster a culture which thrives on diversity, respect for the individual and the expression of talent." The work undertaken in these networks is therefore essential for Mishcon to meet this objective.
How can these networks be useful to graduates joining Mishcon?
These networks can ensure that you feel confident that the firm that you are joining aligns with your personal values, and that you are represented. Additionally, if you have been part of a committee that promotes Diversity, Equity and Inclusion whilst at university, getting involved with the EDI committee is a great way to be able to continue this interest at work.
Do you have any advice to graduates joining from the group your network represents?
Whilst, on balance, women tend to be disproportionately more affected in the workplace than men, people may assume that we only focus on issues that affect women. However, it is important to emphasise that we focus on issues that affect both men and women. For example, shared parental leave is something that impacts both parents, regardless of their gender. I would advise graduates that Mishcon is committed to making a difference and is always open to hearing suggestions and feedback to ensure that the firm is a more inclusive workplace for all.
What progress would you like to see made by your network in the future?
We have been working on raising awareness for women's health conditions that may affect them in the workplace, such as Menopause. I would like to see this continue and for the committee to branch out to educate others further about women's health conditions such as Endometriosis and Polycystic Ovary Syndrome. These topics can often be overlooked or stigmatised in the workplace given their sensitive nature. It is important to ensure that people feel that they can be open and understood if these conditions are affecting them, or someone that they know.
If you'd like to find out more about the other employee networks at Mishcon De Reya, or take a look at their open opportunites click here.