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Farrer & Co is committed to fostering and promoting diversity in relation to its people, clients and the community. We recognise the importance of creating an environment of equality, inclusion and mutual respect, in which people with different views, experiences and backgrounds can fulfil their potential. We believe that every member of our Firm has a responsibility to ensure inclusion, diversity and dignity at work. We are committed to providing those who work here with opportunities to realise their potential regardless of race, sex, age, religion or belief, disability or sexual orientation.

We aim to ensure that all our people are employed, trained, compensated, transferred and/or promoted solely on the strength of their ability, qualifications, experience and merit. We pride ourselves on being an inclusive and supportive employer, taking reasonable and practicable steps to accommodate the requirements of people's religions, cultures and domestic responsibilities. We have an exceptionally low staff turnover and are proud that so many of the people who join us remain with us for such a long time.

We monitor diversity statistics to ensure that our practices are fair and non-discriminatory. We expect our suppliers
to mirror our values in respect of diversity and equality. What this means for clients is that we are better positioned to continue to provide a first class service to an increasingly diverse audience.

Some highlights of our diversity programme:

  • A comprehensive three-year Diversity and Inclusion Strategy and Action Plan was recently approved by our Management Board. The Diversity Strategy and Action Plan is supported by the Diversity Forum, made up of members from across the Firm including partners, fee earners and business services employees.¬† The Diversity Forum is chaired by our Head of Diversity, David Hunt.
  • We recognise the benefits of flexible working to individuals and to the Firm and our clients, and work to ensure that flexible working is an integrated part of our culture; over a quarter of our people, across all teams and seniorities, work flexibly. This year, following firm-wide focus groups, we updated and restated our policy and procedures to ensure they best serve our people's needs.
  • We are a founding member of LeGal BesT, a network of mid-size law firms focused on support for their lesbian, gay, bisexual and transsexual (LGBT) employees. This inclusive group is open to anyone at the firm, both LGBT and allies. ¬†
  • We are a member of PRIME, a commitment by law firms and other organisations in the legal sector to provide fair access to quality work experience for students from less privileged backgrounds. This includes work experience which gives students an insight into the range of legal careers available for both lawyers and non-lawyers.
  • We have recently signed up to the Rare Contextual Recruitment System (CRS). The CRS is a ground-breaking, data-driven graduate recruitment tool to help improve social mobility for talented students. The CRS is believed to be the first tech-based tool that helps firms to calibrate and quantitatively measure the social mobility characteristics of individuals and graduate intakes.


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