Inclusion and diversity is a core part of our hiring strategy
Ashley Crossley, partner and head of wealth management at Baker & McKenzie, also says his firm partners with a number of organisations who work to raise the aspirations of young people from less traditional backgrounds.
How do you manage younger professionals?
Inclusion and diversity is a core part of our office strategy in London and we aim to create an environment which embraces and supports all emerging talent. Ninety percent of those attending video interviews for our graduate programme say our commitment to inclusion and diversity is the factor differentiating us from other firms.
What other strategies do you implement to attract talent?
In addition to our on campus attraction strategy, we partner with a number of organisations who work to raise the aspirations of young people from less traditional backgrounds, includingAspiring Solicitors, the BLD Foundation and the Social Mobility Foundation. We seek to ensure that opportunities within the firm are accessible to a wide pool of talent. We partner with three sixth form colleges to offer work experience and skills development to young people from lower socioeconomic groups and we were one of the first organisations in the UK to commit to using contextual recruitment as part of our trainee hiring process. Contextual recruitment helps us assess a candidate’s academic performance against the overall performance of their school and looks at their social mobility to reveal candidates that previously would have been overlooked.