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Clifford Chance

10 UPPER BANK STREET, LONDON, E14 5JJ
Tel:
Work 020 7006 1000
Fax:
Fax 020 7006 3563
DX:
149120 CANARY WHARF-3
Web:
www.cliffordchance.com
Email:
Washington DC, Warsaw, Tokyo, Singapore, Shanghai, Sao Paulo , and 24 more

CLIFFORD CHANCE - DIVERSITY

This statement describes the Firm's global commitment to Diversity, Dignity and Inclusiveness.

We recognise that a firm operating in many jurisdictions needs to take into account local law and standards so please read this policy in conjunction with any specific office or jurisdictional guidance available.

We believe that being an equal opportunities firm means going beyond mere compliance with anti-discrimination legislation.

We believe that promoting diversity means creating an inclusive work environment where everyone has the opportunity to succeed without obstacles based on their gender, marital status, race, colour, national or ethnic origin, disability, religious belief, sexual orientation, age or any other basis prohibited under applicable law.

We recognise that people from varying backgrounds can bring a full range of worthwhile ideas and innovations to our working practices and business. Encouraging everyone at the Firm to respect the individuality of their colleagues and to feel comfortable in making their own contribution is a fundamental aspect of our values and critical to our business success.

Our Equal Opportunities policy applies to recruitment and selection, terms and conditions of employment, including pay, promotion, training, transfers, and our approach to every other aspect of employment. The Firm aims to ensure that individuals are selected, promoted and treated on the basis of their individual abilities and merits and the needs of the Firm.

We support our employees and the partners with a broad range of policies, practices and procedures which aim to recognise individual contribution and performance, develop each individual's capability and give everyone an equal opportunity to use their talent and fulfil their potential.

Equality of opportunity, fairness, trust, acceptance of differences and the rights of individuals including the right to work in an atmosphere free from discrimination and prejudice are important principles of the Firm; our "Community" value, in particular, emphasises the importance the Firm places on inclusiveness and meritocracy and aims to provide an environment where all individuals are treated with respect and dignity. We consider that everyone has a responsibility to see that our policy is applied across all levels of the Firm and in everything that we do.
We recognise that a firm operating in many jurisdictions needs to take into account local law and standards so please read this policy in conjunction with any specific office or jurisdictional guidance available.

We believe that being an equal opportunities firm means going beyond mere compliance with anti-discrimination legislation.

We believe that promoting diversity means creating an inclusive work environment where everyone has the opportunity to succeed without obstacles based on their gender, marital status, race, colour, national or ethnic origin, disability, religious belief, sexual orientation, age or any other basis prohibited under applicable law.

We recognise that people from varying backgrounds can bring a full range of worthwhile ideas and innovations to our working practices and business. Encouraging everyone at the Firm to respect the individuality of their colleagues and to feel comfortable in making their own contribution is a fundamental aspect of our values and critical to our business success.

Our Equal Opportunities policy applies to recruitment and selection, terms and conditions of employment, including pay, promotion, training, transfers, and our approach to every other aspect of employment. The Firm aims to ensure that individuals are selected, promoted and treated on the basis of their individual abilities and merits and the needs of the Firm.

We support our employees and the partners with a broad range of policies, practices and procedures which aim to recognise individual contribution and performance, develop each individual's capability and give everyone an equal opportunity to use their talent and fulfil their potential.

Equality of opportunity, fairness, trust, acceptance of differences and the rights of individuals including the right to work in an atmosphere free from discrimination and prejudice are important principles of the Firm; our "Community" value, in particular, emphasises the importance the Firm places on inclusiveness and meritocracy and aims to provide an environment where all individuals are treated with respect and dignity. We consider that everyone has a responsibility to see that our policy is applied across all levels of the Firm and in everything that we do.
We recognise that a firm operating in many jurisdictions needs to take into account local law and standards so please read this policy in conjunction with any specific office or jurisdictional guidance available.

We believe that being an equal opportunities firm means going beyond mere compliance with anti-discrimination legislation.

We believe that promoting diversity means creating an inclusive work environment where everyone has the opportunity to succeed without obstacles based on their gender, marital status, race, colour, national or ethnic origin, disability, religious belief, sexual orientation, age or any other basis prohibited under applicable law.

We recognise that people from varying backgrounds can bring a full range of worthwhile ideas and innovations to our working practices and business. Encouraging everyone at the Firm to respect the individuality of their colleagues and to feel comfortable in making their own contribution is a fundamental aspect of our values and critical to our business success.

Our Equal Opportunities policy applies to recruitment and selection, terms and conditions of employment, including pay, promotion, training, transfers, and our approach to every other aspect of employment. The Firm aims to ensure that individuals are selected, promoted and treated on the basis of their individual abilities and merits and the needs of the Firm.

We support our employees and the partners with a broad range of policies, practices and procedures which aim to recognise individual contribution and performance, develop each individual's capability and give everyone an equal opportunity to use their talent and fulfil their potential.

Equality of opportunity, fairness, trust, acceptance of differences and the rights of individuals including the right to work in an atmosphere free from discrimination and prejudice are important principles of the Firm; our "Community" value, in particular, emphasises the importance the Firm places on inclusiveness and meritocracy and aims to provide an environment where all individuals are treated with respect and dignity. We consider that everyone has a responsibility to see that our policy is applied across all levels of the Firm and in everything that we do.

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Clifford Chance

Legal Developments in the UK

Legal Developments and updates from the leading lawyers in each jurisdiction. To contribute, send an email request to

  • Student employees – new restrictions on employment

    On 10 February 2010 a Statement of Changes to the Immigration Rules was laid before Parliament which is due to come into force on 3 March 2010.
    - Penningtons Solicitors LLP

  • Landlord & Tenant Briefing

    Dilapidations in commercial premises – ten points to consider
    - Bircham Dyson Bell LLP

  • Being a helpful Landlord may be a mistake!

    Most landlords and their solicitors try to resist the impulse to be helpful, however, in these recessionary times when landlords are concerned to avoid empty space, there may be the temptation to take shortcuts to ensure a letting proceeds. In circumstances where it is intended that Part II of the Landlord and Tenant Act 1954 (the 1954 Act) should not apply to the tenancy, i.e. that the tenant should not have the benefit of security of tenure, then occupation before the lease has been finalised (and the appropriate ‘contracting-out’ steps taken) is a potentially dangerous step and needs to be taken only when the landlord has fully comprehended the potential consequences.
    - Bircham Dyson Bell LLP

  • New regime for approval of major transport projects set to ‘switch on’

    The Planning Act 2008 (the Act) introduces a new regime designed to speed up the planning and, in turn, the delivery of infrastructure projects of national significance. For transport projects, it is one of the most important pieces of legislation in recent years. The new procedure will have to be used for any third runway at Heathrow, amongst other high-profile projects.
    - Bircham Dyson Bell LLP

  • Divorce and the media: the courts, the pay-outs and the speculation

    The rising divorce rate and some well-publicised settlements running into tens of millions of pounds have focused attention on a growing issue in divorce cases: just how far can spouses go to obtain information about their partner’s financial affairs?
    - Schillings

  • Top ten really useful cases of 2009

    If you want your panel solicitor to‘get off the fence’, need to know when a cause of action accrues or wondered whether the judiciary live in the 21st century, the following cases from 2009 provide some really useful guidance. With professional negligence claims on the increase, whether you are giving or receiving legal advice, the cases discussed below highlight practical points for all legal advisers to be aware of.
    - Bond Pearce LLP

  • The twilight zone: legal issues for directors

    there is no legal definition of the term ‘twilight zone’ (perhaps derived from the cult TV series, the writer would like to think), which is now widely used to describe a period of trading when a company has, or is predicted to have, insufficient cash to pay its debts as they fall due. This might be an immediate cash-flow crisis or the problem might be anticipated many months ahead.
    - Holman Fenwick Willan

  • Cloud computing:key issues for SMEs

    Although many definitions exist, broadly speaking ‘cloud computing’ is the outsourcing of specified IT functions via the internet (the cloud) to provide or receive services that would otherwise only be available if the end user had installed the appropriate hardware and/or software on desktops, or on local networks controlled by that organisation itself. Such services may include the use of software over the internet or remote storage of business data by a third-party provider. One benefit of this is that businesses can structure payment for these services differently (for example pay-as-you-go or on a subscription basis), rather than having to pay large sunk costs for long-term software licences, and the purchase and installation of IT infrastructure necessary to support the services locally.
    - SJ Berwin LLP

  • Commission victorious in ‘regulatory holiday’ action brought against Germany

    On 3 December 2009, following an action brought by the European Commission under article 226 of the EC Treaty (now article 258 of the Treaty on the Functioning of the EU) the European Court of Justice (ECJ) confirmed that Germany had failed to comply with its obligations under the European regulatory framework for telecommunications (the Common Regulatory Framework (CRF)). The ECJ’s judgment in European Commission v Germany [2009] confirms that Germany acted unlawfully by adopting a national law excluding ‘new markets’ from regulation – so called ‘regulatory holidays’.
    - SJ Berwin LLP

  • New Commission

    On Friday 27 November 2009 the new European Commission, which will begin its mandate early in 2010, was announced by Commission President José Barroso. This announcement followed a week after the appointment of Herman Van Rompuy and Catherine Ashton as the President of the European Council and the High Representative of the Union for Foreign Affairs and Security Policy respectively, the two new roles created by the Lisbon Treaty, which entered into force on 1 December 2009.
    - Berwin Leighton Paisner LLP
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