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Capsticks LLP

1 ST GEORGE'S ROAD, LONDON, SW19 4DR, ENGLAND
Tel:
Work 020 8780 2211
Fax:
Fax 020 8780 1141
DX:
300118 WIMBLEDON CENTRAL
Email:
Web:
www.capsticks.com

Capsticks is committed to providing equal opportunities and encouraging diversity in employment.

Equality, diversity and the protection of human rights are all central to the way in which we operate as a business. Our diversity policy sets the tone for how we implement our people processes and promotes a culture of openness and equality.  Whilst ultimate responsibility for diversity sits with senior leadership, day-to-day practical implementation rests with the HR team working alongside line managers to ensure understanding and compliance.

When recruiting, we encourage applications from all sections of the community and are confident our selection processes are inclusive and free from bias. We advertise all vacancies internally as well as externally and, where we use external recruitment consultants, we are clear that we expect a balanced and varied shortlist. In addition every member of the firm has, over the past two years, undertaken compulsory diversity training and completion of the training is also a requirement for all of our new joiners. The training sets out clearly the firm’s level of expected behaviour and seeks to help individuals to identify and prevent unconscious bias.   We are in the process of reviewing our training to include additional ongoing modules particularly targeted at those with line management and supervisory responsibility.

To ensure continual improvement, we are signatories to the Law Society Diversity and Inclusion Charter and have access to a broad range of best practice against which we benchmark our E&D progress annually basis. Monitoring the diverse nature of our firm is an important measure and we report on this annually by publishing our diversity statistics on our website. Whilst we are not complacent, we believe our approach to diversity is having an impact – in the past year the representation of women amongst our partners has increased from 30% to 35% which is a significant achievement when we consider that 67% of the firm are women. 28% of our firm state their ethnicity as non-white and 70% of our partners have attended state school, which compares to an average of 42% across law firms partners in general (ref Milburn Commission 2012).

Increasing social mobility and access to the profession is a priority for us – for the past two years we have recruited 100% of our graduate intake from our own paralegals (a significant number of whom have started their legal career via a non-traditional route).  We have also recently worked in partnership with one of our clients to give their service users access to a broad range of legal careers by running a work experience scheme and workplace skills courses.

With regard to our expectations, partners and staff are required to be familiar with our diversity aims and any behaviour which falls short of these expectations is taken extremely seriously. Regarding our major external suppliers, we do expect them to demonstrate compliance with equality legislation, to demonstrate how they embed diversity within their own organisation and we will work proactively with them to ensure that they are supporting our own diversity approach.

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