Find the answers to our most frequently asked questions
How do you guard against firms (particularly large firms) securing listings for their (for example, white male senior) leaders, at the expense of talented diverse persons (women, minorities, more junior lawyers etc.) who clients and the legal market might themselves put forward or prefer to list?
We consistently hear from clients that diversity is a key factor in hiring decisions, and our interactions with many firms, whether Big Law or boutiques, confirm that this is also a priority when it comes to their own approach and strategy.
We do however recognize that there can often be structural blocks in place that mean the spotlight is not adequately focused on all those deserving of Chambers consideration. We consistently review our internal processes with this in mind, and train our research team to look critically at what is presented to them. We aim to speak with a diverse range of attorneys in order to broaden the voices we hear from, and we talk directly with both firms and clients about diversity. Our messaging is clear: we want to accurately reflect the diversity of the market in our tables, and adequately recognise all lawyers meeting our ranking criteria. We are also clear in stating that we aim to be at the forefront of the market in seeking out these structural blocks and testing out solutions to them. We are excited that so many firms are working with us on this journey and are investing resources into promoting their diverse attorneys.
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