Collecting and monitoring diversity and inclusion (D&I) data—law firms
Produced in partnership with Rachel Brushfield of EnergiseLegal
Collecting and monitoring diversity and inclusion (D&I) data—law firms

The following Practice Management practice note produced in partnership with Rachel Brushfield of EnergiseLegal provides comprehensive and up to date legal information covering:

  • Collecting and monitoring diversity and inclusion (D&I) data—law firms
  • Diversity data collection
  • What diversity data has to be collected?
  • Data protection requirements
  • Responsibility for collecting diversity data
  • Methods of collection
  • Detailed D&I monitoring
  • Setting D&I key performance indicators (KPIs) for managers/senior employees
  • External measures for D&I data

This Practice Note provides guidance for law firms about diversity data collection and possible internal and external measures that can be monitored to track diversity and inclusion (D&I) progress.

Additional information about different aspects of diversity and inclusion (D&I) can be found in Practice Notes:

  1. What is diversity and inclusion (D&I)—law firms

  2. The growing focus on diversity and inclusion (D&I) in law firms

  3. Unconscious bias—law firms

  4. Attracting diverse talent—law firms

  5. Retaining diverse talent—law firms

Diversity data collection

The SRA requires every law firm it regulates to have appropriate arrangements in place to ensure it can monitor, report and, where appropriate, publish its workforce diversity data every two years.

The SRA believes understanding and measuring diversity can help firms improve their employment policies and processes as well as meet regulatory requirements, eg SRA Principle 6 which requires you to act in a way that encourages equality, diversity and inclusion. Further information about the biennial data collection exercise can be found in the Practice Compliance module, see Practice Note: Diversity monitoring—regulatory requirements.

In addition to the regulatory requirements around diversity data there are also sound business reasons why you should collect this information. It will enable you to:

  1. gather data about the composition of your workforce at a specific point in time

  2. make informed decisions, eg about future recruitment needs

  3. enable D&I comparisons between departments and practice areas

  4. encourage greater diversity,

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