Simmons & Simmons sets social mobility targets

Simmons & Simmons has set itself ‘ambitious’ social mobility targets to improve the diversity of its workforce by socio-economic background.

The international firm said it is one of only a few large law firms to publicly disclose its targets.

The firm wants a minimum of 20% of partners, managing associates, associates and trainees/apprentices to be from lower socio-economic backgrounds by 2029.

Currently, 13% of partners, 17% of managing associates, 14% of associates and 12% of trainees/apprentices are from lower socio-economic backgrounds.

A 30% target has been set for business services employees. Currently, a quarter of them are from lower socio-economic backgrounds.

The firm acknowledged that measuring social mobility is complex, as there is no single indicator that fully captures a person’s background. It will use the Solicitors Regulation Authority and Social Mobility Commission’s recommended measure of parental occupation at the age of 14.

Employers are advised to ask: What was the occupation of your main household earner when you were aged 14.

The Social Mobility Commission’s toolkit states that this is the best measure to assess someone’s socio-economic background as it is easy to understand, receives the highest response rates in testing and is applicable to people of all ages and from all countries.

To reach its targets, Simmons & Simmons will use social mobility programmes to ‘develop a pipeline of new talent’, including the Young Talent, Brampton Future Lawyers and Solicitors Apprenticeships programmes. The firm will also continue with external initiatives such as 10,000 Black Interns and internal initiatives such as its mentoring programme and regular campaigns through its Social Mobility Network.

Senior partner Julian Taylor said: ‘A career in law should not be determined by background. I’m immensely proud of the transformative social mobility programmes we have at Simmons, yet we’re acutely aware that we need to do more as a firm to ensure our workplace is more representative. The fact remains that the profession as a whole is one of the least diverse by socio-economic background.

‘Publishing these figures in a very transparent way will allow the firm to hold itself to account. These ambitious social mobility targets will ensure that we go further and faster in our efforts to widen access and opportunities.’