Have you thought about a career in law but are worried about the costs of university? Maybe you just want to get into the world of work and start your career. If so, Norton Rose Fulbright’s Apprenticeship Programme might be for you.

We believe that everyone should have the opportunity to develop to their full potential, which is why we have launched our Apprenticeship Programme to offer opportunities to work as a paralegal straight out of school, with the potential to go on to qualify as a solicitor. As an apprentice you will work alongside and learn from some of the brightest minds in commercial law, helping to solve some of our clients’ most complex legal and business problems while learning the academic and practical skills needed to excel as a paralegal. You will receive a high standard of training from us while studying one day per week.

We have up to six vacancies for talented individuals to join our Apprenticeship Programme in Newcastle starting in September 2021. We are looking for talent of the future – enterprising, innovative and technologically minded individuals with the intellectual curiosity and aptitude needed to thrive in our global legal business.

This Apprenticeship Programme application window is open to all final year school leavers who are completing their A-Levels in 2021, and will take place over two years. On successful completion of the Apprenticeship Programme, you will achieve a Paralegal Level 3 Apprenticeship Certificate of Higher Education at which point we hope to keep you on board as a permanent paralegal within our Newcastle office. Alternatively, if you demonstrate the right skills and abilities we may offer you the opportunity to embark on a solicitor apprenticeship giving you the opportunity to eventually qualify as a solicitor.

The starting salary is £17,465, increasing to £18,000 in year two and £19,000 on completion of the Apprenticeship Programme. You will also be entitled to overtime and all study fees will be paid by Norton Rose Fulbright.

Securing a place on this programme is subject to a successful application, telephone interview and assessment day. To be considered we require you to be on track to achieving three A-Levels (grades A-C) and to have achieved 5 GCSEs (grades A*-C or 9-4), however we understand that a successful team only thrives with a diverse range of skills, therefore we are also interested to hear about your strengths and motivations, as well as your extra-curricular achievements. Be assured that we run a fair and contextualised recruitment programme, therefore any mitigating circumstances will also be taken into consideration. For more information on contextualised recruitment please click here.

Desirable skills and personal qualities:

• Clear interest in the commercial legal industry combined with an interest in technology and innovation
• Ambitious, enthusiastic and hard working
• Professional and personable
• Excellent communication and customer service skills and well organised (ready to manage both work and study)

Application dates

Applications for this role close on June 27th 2021, and our assessment day will take place in early July. To apply please click here.

 

About Norton Rose Fulbright

We provide the world’s preeminent corporations and financial institutions with a full business law service. We have more than 3,700 lawyers and other legal staff based in Europe, the United States, Canada, Latin America, Asia, Australia, the Middle East and Africa.

Recognised for our industry focus, we are strong across all the key industry sectors: financial institutions; energy; infrastructure, mining and commodities; transport; technology and innovation; and life sciences and healthcare. Through our global risk advisory group, we leverage our industry experience with our knowledge of legal, regulatory, compliance and governance issues to provide our clients with practical solutions to the legal and regulatory risks facing their businesses.

Wherever we are, we operate in accordance with our global business principles of quality, unity and integrity. We aim to provide the highest possible standard of legal service in each of our offices and to maintain that level of quality at every point of contact.

Our London office delivers domestic and multi-jurisdictional legal services to corporates, financial institutions, governments and other public sector organisations. We excel across a range of legal practices, including corporate, M&A and securities; banking and finance; dispute resolution and litigation; real estate; antitrust and competition; tax; employment and labour; intellectual property; regulation and investigations; and risk advisory. We also advise on US law, and we have a world leading Islamic finance practice. We are particularly well-known for our focus on industry sectors and are strong in financial institutions, including insurance; energy; infrastructure, mining and commodities; transport; technology and innovation; and life sciences and healthcare.

 

For more information about us please visit https://www.nortonrosefulbright.com/

11KBW are delighted to announce that Josiah Senu has been awarded the first 11KBW Scholarship.

The 11KBW Scholarship for black students on the Bar Professional Training Course was established as a specific and practical response to the underrepresentation of black applicants, pupils and barristers at the Bar.

Josiah is an outstanding lawyer. He has a first-class degree from the London School of Economics and Political Science; an LLM from Harvard Law School, where he studied as a Kennedy Scholar; and is presently studying at Oxford University on the BCL. He has published articles in the Oxford Journal of Legal Studies, the Lloyd’s Maritime and Commercial Law Quarterly and the Oxford University Commonwealth Law Journal and is a skilled ‘mooter’. He will begin the Bar Professional Training Course in October, at City University, London, and intends to practise at the commercial Bar. Josiah grew up as the son of working-class Nigerian immigrants in London council housing, and is a mentor in ‘Pathways to Law’, a UK programme aimed at supporting academic students from non-privileged backgrounds gain places at law school, and the Deputy Chair of the Alumni Leadership Board of the Sutton Trust.

11KBW has no doubt that Josiah will be a star of the Bar in years to come.

Josiah was selected from an exceptional field of candidates by a panel which included members of 11KBW’s Pupillage and Tenancy Committee and two external assessors, Dr Maggie Semple OBE and Paul McFarlane. Maggie Semple OBE is a Member of the Queen’s Counsel Appointments Selection Panel, among many other distinctions. Paul McFarlane is a Partner at Capsticks Solicitors LLP, Deputy Chair of the Employment Lawyers Association, a member of the Industrial Law Society Law Society Employment Law Committee, Black Solicitors Network, Board Member, an Appointment Panel Member of IMPRESS (Press Regulator) and an external assessor for the College of Policing.

Jane McCafferty QC, Chair of the set’s Equality and Corporate Social Responsibility Committee, said, “We were blown away by the quality of the applicants for the scholarship.  There is clearly a very promising pipeline of Black talent coming through and we look forward to seeing them succeed in practice. We could not have hoped for a more impressive scholar than Josiah in our first year and are delighted to recognise the ability and achievements of all the shortlisted candidates.”

Shortlisted candidates

Five other candidates were shortlisted for the 2021 11KBW Scholarship. They are each talented lawyers, with stellar careers ahead of them. In alphabetical order, they are:

• Gabrielle Dunn
• Mohamed Hussein-Iman
• Denise Osei
• Chloe Reddock; and
• Kir West-Hunter. 

The 11KBW Scholarship 

The 11KBW Scholarship provides:

• A scholarship award of £30,000 towards tuition fees and maintenance;
• Mentoring from members of 11KBW during the BPTC and pupillage years;
• A guaranteed assessed mini-pupillage at 11KBW; and
• If the student’s score on the assessed mini-pupillage is within a particular range, relative to other candidates, the offer of a guaranteed interview for pupillage at 11KBW.

As Jane McCafferty QC explained: “By establishing this scholarship, we are focussing on entry into the profession. As the costs of initial qualification and existing underrepresentation are barriers to entry, we recognise the need for financial and other assistance to encourage bright and ambitious black candidates to apply to the Bar and to consider it as a profession where they can fully develop their potential.”

Joint Head of Chambers, Daniel Stilitz QC, said: “We are very pleased to support Josiah through this scholarship, and we hope that initiatives such as this will encourage talented black law students to see their future at the Bar. 11KBW is committed to pursuing diversity in practical ways and to recruiting the best pupils and tenants, irrespective of their background, and in particular from underrepresented groups.”

Full details are available at: www.11kbwscholarship.com

 

Despite campaigning for gender parity for more than 100 years, the latest research shows that 40% of managers within the legal industry believe their industry still struggles with a lack of gender diversity.

The research, which comes from multi-discipline recruitment experts, Search Consultancy, was conducted with 1,000 managers and asked respondents to rate how they believed their industry compared against a range of diversity markers.

The full list, from most to least diverse in terms in gender representation, is:

o   Legal – 40%

o   Hospitality – 44%

o   Marketing – 49%

o   Sales – 50%

o   Scientific – 52%

o   Engineering & manufacturing – 52%

o   Logistics – 53%

o   Call & contact centre –  54%

o   Accountancy & finance – 55%

o   Business support – 56%

o   Social work – 56%

o   Healthcare – 57%

o   Financial services – 59%

o   HR – 59%

o   Industrial – 60%

o   Transportation – 63%

o   Construction – 68%

The research also looks into racial and age diversity within businesses across the sectors. 54% of managers in the legal industry believe their business lacked racial diversity with 37% admitting age diversity was an issue.

49% of managers also believe a more diverse workforce would help resolve the skills shortage in the legal sector.

Erin Vickers, director of talent and engagement at Search Consultancy, said: “Although research shows that 58% of managers in the legal industry believe their industry is suffering from a skills shortage, little is being done to encourage a more diverse workforce and consequently widen the talent pool available.

“The benefits of having a diverse team are endless. Looking outside of the typical candidate demographic can help resolve the skills shortage, create a better understanding of customers and significantly improve employer brand. Now more than ever, it is time to encourage increased diversity in the workplace and help businesses grow following a very difficult 12 months.”

To read more about diversity in your sector and how it can help resolve the skills shortage, read Search Consultancy’s latest report, here: https://bit.ly/3c5gPVx

London – 04 March 2021 – Cooley has launched a UK Diversity Fellowship programme, offering outstanding students committed to promoting diversity, equity and inclusion an award of up to £12,000 to assist with tuition and study expenses. The new programme follows Cooley’s highly successful Diversity Fellowship in the US, which has been operating since 2008.

Applications, which must be received by 14 April 2021, are open to full-time university students who intend to study for qualification as a solicitor in England and Wales. In addition to being high academic achievers, successful applicants will demonstrate a commitment to promoting diversity, equity and inclusion in their local communities or elsewhere.

“As part of Cooley’s ongoing and deep commitment to diversity, equity and inclusion, we are excited to launch our Diversity Fellowship programme in London,” said Claire Temple, Cooley’s London office training principal. “Our programme in the US has been extremely successful, and we have a vibrant Diversity Fellowship alumni group. We look forward to replicating this track record in the UK and to working with Cooley’s next generation.”

Students must complete an online application form, including a personal statement, and provide an academic transcript, if available. Selected applicants will be contacted for personal interviews.

Cooley has been widely honoured for its diversity, equity and inclusion efforts by leading industry organisations and publications, including earning a Gold Standard Certification from the Women in Law Empowerment Forum for nine consecutive years and a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index five times, consistently achieving Mansfield Certification and Mansfield “Plus” status from Diversity Lab and making consecutive appearances on Fortune’s Best Workplaces for Diversity lists.

About Cooley LLP

Clients partner with Cooley on transformative deals, complex IP and regulatory matters, and high-stakes litigation, where innovation meets the law.

Cooley has 1,100+ lawyers across 16 offices in the United States, Asia and Europe.

As part of its commitment to diversity and inclusion, UK law firm Shoosmiths will create new activities to drive progress on this business issue.

The firm’s diversity and inclusion and learning and development teams are currently collaborating to create a new internal reciprocal mentoring programme for Shoosmiths.

Members of the firm’s senior management Board will be matched initially with a member of one of Shoosmiths’ employee-led inclusion networks on the reciprocal mentoring programme.

The programme will upskill employees on how to make a mentoring relationship mutual and will be an opportunity to discuss how the firm can make further progress and embed diversity and inclusion into the workplace, with the first mentoring sessions beginning in March 2021 and completing during the autumn.

Reciprocal mentoring aims to turn traditional mentoring on its head to open up a flow of knowledge and sharing of perspectives. In Shoosmiths’ programme, a more junior colleague will take the role of mentor and will be paired with a senior leader as their mentee, but the information flows will be two way.

The firm is also introducing a shadow Board, which will mirror the current structure of Shoosmiths’ senior management Board. Anyone working at Shoosmiths can apply for a place on the shadow Board to review the same business topics that the Board regularly meets to discuss.

The shadow Board’s aim is to bring in diverse perspectives from around the firm to create a feedback loop that makes recommendations to the senior management Board. The Board continues to review diversity and inclusion statistics at their regular meetings, with the analysis discussed at both firm and divisional levels.

In addition, the firm has increased its focus on unconscious bias – including mandatory e-learning for all employees – to understand the types of bias that exist and how to mitigate their influences within the workplace.

Simon Boss, chief executive, Shoosmiths said: “One of the key priorities for our senior management Board is to ensure that equal opportunities, valuing diversity, and creating an inclusive working environment are integral to how we operate as a firm.

“We recognise that to thrive as a law firm, we need difference – difference of thought and perspective, difference in perception and approaches to challenges. We’re committed to eliminating discrimination and to promoting equality of opportunity for all staff and job applicants.

“These new initiatives for 2021 in our diversity and inclusion journey show we are committed to creating a working environment and culture that is genuinely inclusive: where every member of staff feels valued for their contribution to the firm and is able to make best use of their skills.”

A key aim of Shoosmiths is to build a diverse and ambitious workforce that reflects all backgrounds and talents. The firm previously pioneered a CV blind interview policy in its graduate recruitment, part of a wider effort to improve social mobility in the legal profession; launched a firmwide Social Mobility Action Plan in October 2020; and also won the Law Firm of the Year (Large Firms) category at the UK’s first ever Women in Law Awards last year.

Lawyers have a reputation for focussing less on what is said and more on what is written but a university is to start helping trainee lawyers to master the art of small talk so they are better prepared for the world of work.

With findings* that show nearly half (44%) of 18 to 24-year-olds are more comfortable using digital devices to talk to people they don’t know than speaking face-to-face, BPP University Law School – which prides itself on creating graduates who are career ready – has called in a specialist conversation trainer to help.  Georgie Nightingall will design and run a course for students which teaches practical conversation tools to help navigate business small talk and accelerate relationship building. 

“Small talk is a soft skill that can be worked on and improved with practice.  It is often seen as a challenge or a bit of waste of time, but it shouldn’t be because it’s an important way to create trust, connect with people and build relationships,” said Ms Nightingall.

The initiative, the first of its kind within the world of higher education, is being introduced after research from the University showed that a third (30%) of future lawyers don’t feel comfortable talking in front of a group. Two-fifths (43%) of prospective lawyers also worry that they will be judged by the way they speak.

With Covid-19 having a profound impact on office life, the university will also offer online modules on ‘how to talk confidently in an unfamiliar setting’ and ‘how to have a difficult conversation’ through the university’s virtual learning environment (VLE), the purpose-built gateway BPP uses to deliver learning materials and assessments to students. 

Ravi Nayer, a barrister and partner at Brown Rudnick and a champion of diversity within the industry, will also launch a speaker programme to help students present themselves with greater confidence in the workplace, especially around those with backgrounds different to their own.

And the University will work with Aspiring Solicitors – an organisation focused on increasing diversity in the legal profession – to create a series of opportunities to build the confidence of student lawyers, and develop their understanding of law firms and their culture.“The new courses are part of a series of initiatives that will focus on an important – but often overlooked – executive skill,” said Jonny Hurst, head of outreach and student recruitment at BPP University.

“Law is a business of relationships and junior lawyers are expected to start working in a legal environment able to chat easily with strangers before a meeting begins properly, or to ‘work a room’ at firm events.  The ability to have good conversations with colleagues and clients marks out the future partners.  In most cases, no one has taught them how to do it.

“Small talk will never be the most important part of a meeting, but it opens the door to conversations which travel across different subjects and allows relationships to build and flourish.  There is more to law than the transaction, case or advice you impart. Landing a job and working well with clients once you are in a job require good small talk skills.”

The research also highlighted the main worries that students have about going to networking events are being asked a question that they don’t know how to answer (32%), freezing up and not being able to find the right words (20%), talking too quickly (11%), and being too modest about their own achievements (10%). 

As a champion of diversity within the legal world and beyond Mr Nayer, an alumnus of BPP, is keen to urge trainee lawyers to “never shy away from what makes you who you are”.

He added that “even the most outgoing of people can struggle when it comes to making professional conversation.  But having the confidence to find an authentic way to connect with people will help to build relationships. We want to help students to have the confidence to make an impact and to build their own networks.

“Law firms have made huge efforts to diversify their workforce and improve workplace mobility.  But to really drive inclusion, the sector needs to help build this skill so that talented people are equipped to progress, make the impact their talent deserves and truly realise their potential.” 

Many law students are yet to be convinced that the sector is as inclusive as it thinks it is.  The research by the University showed four in five (86%) think candidates from less privileged backgrounds still have a hard time fitting in at both law firms and barrister’s Chambers.

A separate study among HR managers** showed that just 13 per cent thought UK graduates were ready “to hit the ground running” after university. The research found 69% felt graduates were only ‘somewhat’ ready for the workplace. Almost half (48%) of those polled by Pearson Business School said graduates lacked leadership skills, while a similar number identified skills gaps in negotiation (44 %) and strategy and planning (38%).

*Source: YouGov study of 2,163 adults, 2018.

BPP University Law School research was carried out online during January 2021 among a sample of 369 students currently studying for a professional legal qualification – Law Conversion Course (PGDL), or Legal Practice Course (LPC), or Barrister Training Course (BTC).

**Source: Survation study of 531 HR managers, 2019.

 

UK’s legal sector wants employers to do more on diversity and inclusion

Almost half (46%) of Britain’s legal workforce thinks diversity should be more of a priority in the workplace currently, with 52% admitting their employer could do more when it comes to diversity, according to a report from UK-based tech-for-good developer, Culture Shift.

Despite three-quarters (75%) of employees across the industry confirming that working somewhere with a diverse workforce was an important factor for their happiness at work, one-third (33%) think diversity seems like less of a priority in the workplace currently. The same report also uncovered that 36% of employees said their employer makes token gestures that feel surface level when it comes to diversity and inclusion.

Diversity and inclusion have long been key factors for ensuring a positive and happy work environment, however the events of recent months, such as the resurgence of the Black Lives Matter movement, have resulted in these climbing up the agenda of many employers.

“The insights on diversity and inclusion uncovered in Culture Shift’s report really do resonate with me, as they shine a light on the lack of true representation across the UK’s positions of power. Employees are calling for their employers to focus on recruiting people from more diverse backgrounds, while providing training to the workforce on diversity and inclusion, confirming action really does need to be taken.

“If organisations want to create a happy work environment then they should take heed, as most employees confirmed working somewhere with a diverse workforce was an important factor to their happiness at work,” comments Olive Strachan MBE, founder of Olive Strachan Resources Ltd, global business woman and diversity and inclusion specialist.

The research found that fostering a diverse workforce representative of reality is a key factor for creating a positive culture and a key component for most employees’ happiness at work. With many calling for more to be done when it comes to ensuring that not only do under-represented groups have a presence in businesses, but also a seat at the table and a voice, there are various factors organisations should be keeping front on mind whilst planning for the future.

On fostering a diverse workforce, representative of reality, the research revealed that:

● 84% of employees in the legal sector said working at a company with a strong ethical background was important to them, with 90% stating that working at a company with a good reputation for treating employees fairly was integral to their happiness at work

● One-third (33%) said their employer could improve workplace culture by recruiting more people from BAME backgrounds, while 27% said by providing training to the workforce on diversity and inclusion

● 29% said their employer could improve its culture and be more inclusive by recruiting more people from LGBTQ+ (Lesbian, Gay, Bisexual, Transgender and Queer) backgrounds

● One-quarter (25%) said their employer could improve its culture by recruiting more people of varying abilities; while 23% said by recruiting a better gender balance

● More than one-fifth (21%) said their employer could improve its culture by recruiting more people of different religions/faiths

● Almost one-third (30%) said their employer should prioritise the promotion of people from minority and marginalised backgrounds to improve its workplace culture

“To create an empowering culture for all employees, it’s absolutely essential for organisations to be diverse, inclusive and showcase true representation across all levels of the business. Not only do recruitment processes need to be inclusive, but promotion opportunities too, and employees from marginalised backgrounds need to be supported through their career, as well as other employees.

“We firmly believe this is an incredibly important conversation to have and the insights uncovered in our research solidify that we’re not alone in believing more action needs to be taken by those at the top. It’s a shift that won’t happen overnight, but there needs to be clear intent from employers to keep diversity and inclusion at the top of their agenda,” adds Gemma McCall, CEO, Culture Shift.

Culture Shift exists to lead positive change in organisational culture, through building products that empower them to tackle harassment and bullying.

“We hope the insights uncovered in our report, combined with the fact that diverse workforces are consistently proven to be more successful, result in employers making some tangible changes across the board to ensure their teams are truly representative of reality,” concludes Gemma.

To see more insights uncovered by the research or to download the full ‘Maintaining workplace culture in a rapidly changing environment’ report, visit info.culture-shift.co.uk/maintaining-workplace-culture.

International law firm Trowers & Hamlins will be retaining all 11 trainees qualifying this spring.

The 11 individuals will be taking up positions across four of the firm’s offices in the banking and finance, corporate, commercial litigation, employment, international banking, projects and construction and real estate departments.

Six will be based in the firm’s London office, one in Bahrain, three in Manchester and one in Birmingham.

Lucy James, partner and training principal at Trowers commented:

“We are delighted to have achieved a 100% pass rate for our newly qualified solicitors. This is a true testament to the considerable amount of work they have all put in throughout their training contracts and we now look forward to watching them prosper in their new roles.”