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Browne Jacobson LLP

VICTORIA SQUARE HOUSE, VICTORIA SQUARE, BIRMINGHAM, B2 4BU, ENGLAND
Tel:
Work 0121 237 3900
Fax:
Fax 0121 236 1291
DX:
727740 BIRMINGHAM-62
Email:
Web:
www.brownejacobson.com

Diversity

As a firm, our ambition is create a sustainable business which is a truly great place to work.  We want the best for our people, our clients and our communities. The way we work is as important as what we do and we invest in our people to deliver exceptional client service.  Teamwork is really important in the way we operate but we  also recognise the need to develop each individual’s own strengths - we know one size doesn’t fit all. Every one of us is accountable for delivering the full potential of ourselves and our business.  But in order to do this, we are working very hard to ensure we have a level playing field for all our people, capitalising on our current diversity and encouraging diverse talent to want to work with us in the future.

‘Diversity’ can be interpreted in different ways but at Browne Jacobson, it’s creating and maintaining a positive environment where all our people are, and feel, valued for who they are.  We know that a culture of inclusion makes this a great place to work for our people and a great place to do business with for our clients.  We are committed to diverse talent. We aim to be inclusive and need all our people to contribute.

We know that, like much of the legal sector, we need to continuously work at this so we are striving for a more diverse and inclusive business.  We have set ourselves five targets to deliver our ambition:

  • to set goals and frequently measure progress against them
  • to have full transparency of opportunities, decision making criteria and processes
  • to tackle any bias which may be present
  • to continue to build flexibility into our ways of working
  • to provide support to increase confidence.  

We take our commitment as a signatory to the Law Society’s charter on equality and diversity, and our

Lexcel and IiP accreditations seriously. For us its more than just paying lip service to these endorsements – we are determined to live the spirit as well as the letter of these standards.

Corporate Sustainability

Our approach to corporate sustainability office_idlects our attitude to inclusion. Our vision is ‘to support the development of thriving local communities and economies’ and much of our work is embedded in social mobility and inclusion.  At Browne Jacobson we have a long tradition of giving back to our local communities – we believe it’s an important part of our business activity and creating a legacy is a key part of our philosophy.  We are in it for the long term.

We want to support our people in their efforts to do that through recognising their work and embedding charitable contributions as a key part of our culture. Our focus is very much on small charities in the local communities served by our offices.  We believe we can make the biggest contribution by making a positive difference to those local communities in which we are located. We aim to partner with the charities and good causes we work with so that we can understand their needs and support them in the most effective way, be that fundraising, pro bono or ‘in kind’ provision such as mentoring, collections, active volunteering or skills-based support.

Our partnering takes place at two levels – our offices have their own charities with which they work and there are firm-wide initiatives sponsoring organisations which are actively involved in the areas we are passionate about such as literacy, education and community engagement.

For us, corporate sustainability is a win-win – it’s the right thing to do ethically, it plays to our values, it engages our people and it makes great business sense too!

Legal Developments in the UK

Legal Developments and updates from the leading lawyers in each jurisdiction. To contribute, send an email request to
  • Gulbenkian Andonain discuss NEW Tier 1 Start-Up Visa and the NEW Tier 1 Innovator Visa

    The document entitled "Statement of Changes to Immigration Rules" which was released by the House of Commons on the 7th March 2019, outlined and advised us on a number of changes that will come into place that will affect the Tier 1 Investor Visa amongst other visa programmes and schemes. The latest article on our website discusses both of these new UK business visa routes. Our immigration lawyers London are already up to date on all of the required information for both the NEW Tier 1 Start-Up Visa and the NEW Tier 1 Innovator Visa .
  • Upcoming Changes to the UK Tier 1 Investor Visa

    According to the new document from the House of Commons on March 7th 2019 titled “Statement of Changes to Immigration Rules”, a number of changes will come into place that affecting the Tier 1 UK Investor Visa programme amongst other visa programmes and schemes. Read about them in our latest  article . 
  • Brexit and non-EU Immigration

    There is no doubt that the UK has to date benefited immensely from visa-free EU immigration to the extent that visa conditions and caps on non-EU migrant have undermined and overshadowed the ability of this group to play a prominent role in British industry and commerce and in its expanding and overburdened NHS service. It is the view of  Gulbenkian Andonian  however, that after  Brexit, there should be a noticeable change in those skilled non-EU migrants contributing to British society in a meaningful way. 
  • Gulbenkian Andonian Solicitors discuss Post Brexit scenarios - EU Nationals and Salient Immigration

    From 1 January 2021 everyone except for British and Irish citizens will be subject to immigration control in the UK.   Gulbenkian Andonian solicitors has already published an article on this topic of post- Brexit immigration and has discussed the case of EU nationals and family members after Brexit, you can find that article here as one of many in our blog .
  • DEFERRED PROSECUTION AGREEMENTS: THE BEST OPTION? OR A FLAWED IDEA?

    Tescoadmitted wrongdoing over its accounting scandal in order to obtain a deferredprosecution agreement and avoid a conviction. But with everyone charged overthe scandal having been cleared, Aziz Rahman examines whether the deferredprosecution agreement process needs revising.
  • DEFERRED PROSECUTION AGREEMENTS: OBTAINING ONE AND SEEING IT THROUGH TO COMPLETION

    With Standard Bank having become the first organisation to conclude a DPA, Aziz Rahman explains why gaining one is only the start of the challenge.
  • DISMISSAL AT NISSAN AND WORKPLACE CRIME PREVENTION

    The sacking of Nissan’s high-profile chairman may have beenproof that nobody is infallible. But Nicola Sharp argues that it should also beseen as an indicator that no company can be considered safe from wrongdoing.
  • Applying for A Sole Representative Visa

    Regardless of the Brexit outcome, the United Kingdom will remain one of the world most powerful economies. With a market of 65 million people and close ties with Europe, many overseas-based organisations look to establishing a subsidiary or branch office in Britain.
  • BRIBERY ALLEGATIONS IN MORE THAN ONE JURISDICTION: THE IMPORTANCE OF ENSURING A JOINED-UP DEFENCE AP

    Aziz Rahman considers the Ericsson bribery investigation and outlines how best to respond if you are investigated by more than one law enforcement agency
  • Have Changes to The Spouse/Civil Partnership Minimum Income Threshold Made A Difference?

    The plight of those denied a UK Spouse/CivilPartnership Visa or a Spouse/Civil Partnership Visa extension continues to feature in the headlines.   In August 2018, the Guardian reported on one young woman, driven to attempt suicide after her fiancé, an Albanian national, was not permitted to enter the country.   The Home Office ruled Paige Smith, a British Citizen, did not meet the £18,600 income threshold.   It later transpired the Home Office lost a crucial payslip proving that Ms Smith met the criteria, a document the department had been sent four times by a Solicitor and Ms Smith’s MP.   The appeal Judge took ten minutes to rule the Visa should have been approved; however, the couple still had to wait two months for the Home Office to declare it would not appeal the decision.