With more than 7000 people worldwide, we benefit from the diversity of perspectives and experiences they bring to the firm – from national origin, disability and gender identity to religion, culture, sexual orientation and socio-economic backgrounds. We actively promote a culture of respect for each person and encourage everyone to be curious about the different perspectives of our colleagues, clients and the communities in which we operate.
Employee resource groups
We have well-established employee resources groups in most of our offices to help foster a culture that allows people to be themselves at work. As an example, our London groups include:
- Compass – a forum for learning about Islamic faith, culture and business
- Family matters – addresses issues affecting parents, grandparents, guardians and carers
- Flex-ability – supports flexible workers and their managers and promotes a more agile working environment within the firm
- Origins and minority lawyers – promotes ethnic and culture awareness
- Pride – aims to create a more inclusive and accepting environment for LGBTI individuals
- Shine – supports the firm’s inclusive approach to disability, long-term health conditions and mental health
- WiN – supports the personal and professional development of women.
Eat better, feel better, think better
Each year, we run a global corporate challenge to engage colleagues in taking care of their physical and mental health.
This year, we rolled out the (Re)Balance program, a three-month nutrition and well-being program to help colleagues to adjust and maintain their work/life balance. We worked with a professional wellness expert who delivered a series of presentations and Q&A sessions exploring topics which are essential to achieving a healthy mind and body.
Our object was to help people achieve at least one of the following:
- Reduced stress levels
- Improved sleep
- Improved energy levels
- Healthy eating options – even when busy
- Healthy weight loss.
The (Re)Balance program showed that making simple, practical changes such as everyday food choices and modifying lifestyle habits can make a big difference to our well-being.
Global Inclusion Week
We staged more than 50 events and activities across 35 of our offices around the world in September 2016 as celebration of the various perspectives, experiences, ways of life and cultures that our employees bring to Norton Rose Fulbright. This was our third and most significant Global Inclusion Week program.
Events and activities included:
- Women in Finance Asia, a client event in Hong Kong
- A roundtable discussion in Tokyo on strategies for maintaining careers and well-being
- A multicultural lunch in Hong Kong for which everyone had the opportunity to bring in a traditional dish from their own culture, or one discovered while travelling
- Chinese-inspired drinks and food in Brisbane, to celebrate the culture of a close neighbor
- Presentations in Calgary and Montréal to explore how developing cultural competency is essential in today’s rapidly changing business world
- A world map pin-board in Caracas and Bogotá for colleagues to pinpoint their cultural heritage
- A gala launch in Dubai of Ta’Theer – a new Middle East initiative to educate people about gender parity in the workplace and encourage acceptance
- Braais in our Johannesburg and Durban offices in celebration of Heritage Day
- A fayre in London to introduce the office’s eight employee resources group champions
- An inspirational talk in London by Paralympian Karen Darke about how she overcame physical and mental difficulties resulting from a life-changing accident
- A workshop in Houston on ‘covering’ – the way in which people cover personal dimensions (appearance, affiliation, advocacy, association) to blend into their organization.
Our global internal blog, Perspectives, is a way for everyone to join the diversity and inclusion dialogue by offering insights, opinions and experiences, and taking part in discussion and debate.
We welcome comments and posts from everyone, from event write-ups, to thoughts and reflections, to photographs and videos, and everything in-between. Since launching Perspectives, we have published more than 100 blog posts from people sharing their own experiences across topics such as ‘Black history month’, ‘Being a donor’ and ‘My mental health journey’.
Being a donor
Tom Acland, learning and development consultant, Melbourne
When my friends Kelly and Kylee decided to start a family back in 2012, and embarked on the rollercoaster journey of in vitro fertilization, they did not meet with success. After a few months, they asked me if I would consider becoming a sperm donor.
After talking with my partner Adam, I decided that I would. I then sat down with Kelly and Kylee and together we drew up a contract of understanding. This was very important, especially because we were close friends; it would have been too easy to make assumptions because we knew each other so well. We agreed that Adam and I would act as uncles – to babysit, to share important milestones, and to help support the baby’s interests and personal development.
Evan was conceived at the first attempt – the fertility gods were smiling. Being part of Evan’s life is wonderful and has reinforced my belief that family is about people in your life who want you in theirs.
I’m proud to say Evan now has a baby sister, born in January 2017.
What Black History Month means to me
Shirley-Ann Hunte, partnership office manager, London
In the UK, Black History Month is typically a month of remembrance, honoring those who sacrificed and suffered for the sake of racial equality and allows us to pause and remember their stories, so we can commemorate their achievements. It’s about bringing awareness of this rich culture to all people, irrespective of color or creed.
Black History Month at its best encompasses joy, activism and representation. It’s a time to celebrate the arts, literature and business achievements of people of color. It’s about doing actual work that will make the world better for those coming behind us. It’s about radical self-love for ourselves and our people. Black History Month should challenge us to immerse ourselves in the richness of black culture.
We are more than a people who come from slavery. We have more than one great hero. We have been visionaries, scientists, astronauts, inventors and everything else under the sun. That history is for everyone to know.
It’s about recognizing the sacrifices which people of color have made to make this world a better place, and, more particularly, this place that we call home. It is most certainly more than just a month and should be embraced for the rest of the year and beyond.
The world and people’s perceptions will change only when they are no longer ignorant, or plead ignorance.
Planning a holiday abroad with a disabled child
Robin Williams, costs lawyer, London
My daughter Katie was born with a rare genetic disorder called Wolf Hirschhorn Syndrome (4p-). Despite the difficulties that came with the condition, we resolved to give Katie the very best that life had to offer. Including her on family holidays abroad was a major part of that. However, overcoming some of the many challenges her needs presented meant planning holidays with military precision (or at least it seemed that way).
Below is a refined list of the many considerations/action points which had to be addressed when planning a holiday abroad with Katie.
- Location/journey time
- Suitability of accommodation and surrounding area – wheelchair accessible
- Wheelchair servicing beforehand and afterwards (sand gets everywhere)
- Investigating disability-friendly activities balanced with activities to cater for everyone
- Climate – time of year
- Airline policy and airport facilities (transferring Katie to and from the plane; security restrictions on liquids for her medication)
- A doctor’s letter (fitness to fly and explaining medications)
- Insurance issues/medical cover
- Translation of medical condition and information specific to Katie
- Location of hospitals/medical facilities in resort
- Packing sufficient food and other essentials in case of delay
- Suitable hire car to accommodate a wheelchair etc.
- Disabled access to beach (wooden path on beach – not common years ago)
- Restaurants with disabled access/toilets
- Private pool (safe, accessible swimming – Katie’s favourite activity)
- Privacy to avoid feeling awkward around ‘normal’ families
- Safety in numbers/plenty of helping hands.
- We have many happy memories of family holidays abroad with Katie during her short life and this is of great comfort to us. We all learned a great deal about the challenges involved in taking a disabled child abroad, something that would never have occurred to us previously.
Alexandra Howe, foreign legal advisor, New York
I moved to France in 2012 with my husband Andrew to work in our Paris banking team. Andrew gave up his job in London and reinvented himself as a house-husband and writer.
Some people find this strange. They ask what he does with his time now that he is not ‘working’. I wonder whether, if the situation were reversed, I would be questioned in the same way. I think that I wouldn’t. I think people would not find it at all strange that, as a woman, I would choose to do ‘women’s work’.
The first time I completed our family tax return in France, I put myself as ‘Déclarant 1’ and Andrew as ‘Déclarant 2’. Afterwards, a French accountant told me that this was not the right way to do it, the man should always come first. And when the tax calculation came through, I found that they had corrected my ‘mistake’. Their letter was addressed to M. Andrew Doe, with a demand for payment from him of tax on the income that I had earned. Moreover, being unable to reconcile the fact that we are married with the fact that I have a different (maiden) name from my husband, they helpfully renamed me Mrs Doe.
In a sense, this really doesn’t matter, and in a sense it really does. It’s just a small example of one of the casual, everyday ways in which I am reminded – despite the fact I am ostensibly living in an enlightened, free society – that, being a woman, I am expected to play a certain role and my husband, being a man, is expected to play another.
No one has ever stopped us from living the way we want to live our lives, but we have to explain, and justify, why we are casting ourselves against our types. And I can’t help feeling that no-one, of whatever gender or sexuality or race or colour or belief, should have to do that.
The mental health stigma
Manuela Sforza, diversity and inclusion advisor, London
Mental health is a tricky conversation at the best of times, particularly at work. One in six workers are affected by conditions like anxiety and depression, but many struggle without help, too afraid to talk about their condition. I am testament to the fact that with the right support, mental health issues don’t need to present a hurdle to people playing a vital role in the workplace.
I started experiencing anxiety and panic attacks from six years of age, but it wasn’t until I stumbled across an article about it as a teenager that I began to make sense of it. The realization that there was a name for my overwhelming feelings came as a huge relief. But this was short-lived.
Some big life events in my early twenties triggered what I now recognize as an anxiety disorder. I became very withdrawn in my second year at university and couldn’t bring myself to explain it to my friends for fear of making my feelings more real and serious.
Too ashamed to have it exposed in black and white on my medical records, I sought help through counselling and alternative therapies such as hypnotherapy. I managed to lead a ‘normal’ life again, functioning perfectly well in most situations. But mine was a long and painful journey, during which I refused medication, fearful of the stigma that is often attached to mental health issues.
I learned how to manage my feelings, but big life events happen and they can trigger mental health conditions. When my husband died suddenly three years ago, I became a nervous wreck again. I knew I needed time to deal with my grief, but when my doctor signed me off work with ‘bereavement depression’, I was horrified and asked her to change her diagnosis. My worry again was that little word that begins with an s: stigma. It was only when my doctor pointed out that depression is a natural reaction to bereavement that I accepted it as valid, not a weakness.
After more counselling I am emotionally stronger and in a pretty good place most of the time. I am more self-aware than ever and accept my vulnerability as much as my resilience. Most importantly, I know what triggers my anxiety and I know what my stress threshold is. Big dates like birthdays and anniversaries will drag me down a bit but I will ask to work from home on those days and being open with my manager really helps. I have learnt when to ask for help and I no longer feel ashamed of it. I am a stronger person in so many ways, although it doesn’t often feel that way.
I took time off work to rebuild my strength and give my bereaved daughter the attention she needed. Have I let down my employer? I would say categorically no. I have never had performance issues and, if I did, I believe I would receive the support required to overcome them and perform to the best of my abilities. Mental health should be treated in the same way as physical health. If you are ill, you take time off to get better. Ignoring it will only make it worse in the long run. And by being open, my employer gets the best from me because I am able to bring my whole self to work.
The importance of family
Shiv Daddar, legal associate, London
Each year in August, a number of Hindus, Sikhs, Buddhists and Jains around the world celebrate the festival of Raksha Bandhan. The festival marks the love, bond and duty that grows between brothers and sisters, or other relationships akin to this.
The name of the festival corresponds to the rituals performed on the day. Raksha means protection, whilst Bandhan refers to emotional ties. During the festival, sisters prepare or buy bracelets made of woven colored threads and tie them around their brothers’ wrists. At the same time, they pray for their brothers’ health, prosperity, success and good fortune. In return, brothers promise to honor their duty to protect their sisters from harm, thanking them for the blessings their sisters give them with gifts or money. Families make every effort to celebrate together on this day.
I always look forward to this festival. Whilst I don’t have any biological sisters, I have a number of ‘cousin sisters’ with whom I am as close I am with my biological brothers. Part of the reason behind this is the cultural and religious importance we attach to this special bond. It’s always nice to dress up, get together and enjoy the day (and the food!) and to celebrate the importance of our families.
Does one person’s flexibility create another’s burden?
Jane Park-Weir, London
We’ve all been there… At 5.00pm with four hours of work still to do, one of our colleagues with a capped hour arrangement has to leave... On a Thursday afternoon, a client demands a meeting on Friday but another colleague ‘doesn’t work’ that day… Who’s left to complete the work / run the meeting / deal with the aftermath?
Client demands for time and attention can’t be confined to specific hours or days, so if one team member isn’t there, the rest may have to work harder ‘to pick up the slack’. Is that fair?
The apparent absence of one team member may seem unjust in the moment, but it’s only fair to consider flexible working in light of the long-term benefit to clients and firm alike. We work in teams, and the best are both diverse and adaptable in response to client needs.
Clients come first but the days when leaving your desk meant leaving behind work responsibilities until you could be reached by telegram, landline or carrier pigeon are long gone. Gone, also, should be the days when we support ‘presentee-ism’ – being at your desk 24/7 ‘just in case’.
Management has a key role in setting realistic client deadlines and supporting the team, whatever its composition. So long as the job gets done to deadline, it often makes no difference where it is done or when. Many clients are none the wiser that a key member of the team works flexibly – and if they are, most now endorse and applaud a culture (usually reflective of their own) which accommodates flexibility while producing a top-quality product.
Like everyone else in the team, those who work flexibly don’t just down tools when their office time is up. I cannot think of one person I know with a flexible working arrangement who does not work on days when they are supposed to be off (whether weekday or weekend), or log in after hours, or come in when they are officially entitled to stay at home.
I know, because I have worked flexibly and successfully one day at home per week for the past four years. Having recently returned from maternity leave, I work a four-day week with my day off devoted to learning to tame two toddlers.
Flexibility, by its nature, works both ways and it is short-sighted to focus purely on the instant. That team member who now works three days per week used to be the one holding the fort on Friday evening when others weren’t around. And in the future, they may swap roles again. Given the choice, it’s better to have the benefit of a flexible worker’s skill and experience on a flexible basis, than to lose them altogether to a competitor. For the team – and the firm – to be successful, flexible workers need our support and not our protest.
Jack Mason, associate, London
Banter: a word that no millennial can escape. But what does it actually mean? It is a word so often used (by its perpetrators at least) as a synonym for ‘humor’ or as justification for a put-down joke, that we’ve lost sight of the underlying acts the word glosses over. There is nothing funny about behavior which is sexist, misogynistic, homophobic, or racist. Using ‘banter’ to legitimize such behaviour is laughable in its own right. One of the truest definitions of ‘banter’ I could find is ‘conversation that is witty and at the same time abusive’. Let’s be clear: there is nothing witty about abuse.
Humor is to be encouraged, but people should be aware of, and act receptively to, the sometimes fragile sensibilities of those around them. Calling something ‘banter’ is not a remedy for inappropriate behavior. Such behavior is of marked importance in a workplace, not least because of the risk to one’s own professional reputation, but also because colleagues deserve to feel comfortable and accepted for who they are.
I have personally suffered several instances of ‘ganter’ (gay banter). Most of the time it’s funny and I can crack a smile, but sometimes it can cross a line. It can often make you feel acutely aware of how you are unquestionably and unchangeably different. Campaigns like Stonewall’s ‘No Bystanders’, which we support as a practice in London, are so important. The systematic removal of workplace banter that belittles and upsets people can only be achieved if employees have the ability to call out ‘bad banter’. So, next time you crack a joke at someone else’s expense, or see someone else doing the same, try not to just hear it. Stop it.