|CookieConsent||https://www.clc-uk.org/||Stores the user's cookie consent state for the current domain||1 Year||HTTP|
|_ga||https://www.clc-uk.org/||Registers a unique ID that is used to generate statistical data on how the visitor uses the website.||1 Year||HTTP|
|_gat||https://www.clc-uk.org/||Used by Google Analytics to throttle request rate||Session||HTTP|
|_gid||https://www.clc-uk.org/||Registers a unique ID that is used to generate statistical data on how the visitor uses the website.||Session||HTTP|
|collect||google-analytics.com||Used to send data to Google Analytics about the visitor's device and behaviour. Tracks the visitor across devices and marketing channels.||Session||Pixel|
|GPS||youtube.com||Registers a unique ID on mobile devices to enable tracking based on geographical GPS location.||Session||HTTP|
|VISITOR_INFO1_LIVE||youtube.com||Tries to estimate the users' bandwidth on pages with integrated YouTube videos.||1 Year||HTTP|
|YSC||youtube.com||Registers a unique ID to keep statistics of what videos from YouTube the user has seen.||Session||HTTP|
In February we will be carrying out a full diversity survey of the CLC regulated community. We need managers in CLC firms to support our efforts to gain a comprehensive picture of the profession and of the overall profile of all CLC firms.
The last full diversity surveys of the CLC regulated community, including non-lawyers working in the CLC-regulated firms, were carried out in 2013 and 2016.
This new survey will show us how the picture has changed and will help us target our conversations with and support for the regulated community to build diverse and truly inclusive workplaces together, secure the best talent and gain a competitive advantage.
All CLC -regulated entities must comply with the Equality Act as employers and service providers, as must the CLC itself. There’s a lot of very helpful of guidance from the Equality and Human Rights Commission on complying with the Equality Act 2010:
All businesses are competing for the people who are most able to help them develop and thrive. There is considerable evidence that a diverse workforce and diverse leadership teams build more successful organisations.
Offering quality experience of work, adopting new approaches to recruitment and breaking down barriers to entering work for people from disadvantaged groups can benefit business by tackling skills shortages, building new talent pipelines, boosting retention rates and achieving higher productivity.
The CLC’s research shows that black and minority ethnic groups aren’t present in the CLC-regulated workforce in the proportion that we’d expect given the make-up of the England and Wales population. Business in the Community’s (BITC) website has many resources available for non-members who want to look at how they can develop inclusive recruitment processes. https://race.bitc.org.uk/
We’ve also found that, through women make up nearly three-quarters of all workers in CLC-regulated firms, only around half of women are managers. Men are twice as likely to progress to a manger role. Again, BITC have useful resources. https://gender.bitc.org.uk/
By 2020 almost half of the workforce will be over 50. Could you be overlooking what older workers have to offer? https://age.bitc.org.uk/ and https://www.ageing-better.org.uk/our-work/fulfilling-work
Inclusive Employers also has a great deal of practical guidance and materials.
People perform best when they can be themselves at work. But Deloitte found that 61% of people hide some aspect of themselves in the workplace. Visibility of role models and an inclusive environment can give your employees the confidence to bring their full selves to work – and your business will benefit.
The InterLaw Diversity Forum runs events and develops publication on race, gender, disability and LGBT inclusion.
LawCare promotes and supports good mental health and wellbeing in the legal community.
Inclusive Employers has a Diversity Calendar that lists key events as well as some of their own activities.