Hogan Lovells pilots Black and ethnic minority trainee development programme

4 May 2021 – Hogan Lovells is piloting a new development programme for Black and ethnic minority trainees, as part of a continued focus on the retention, progression, and inclusion of Black and ethnic minority talent in order to improve representation at senior levels within the firm.

Understood to be the first of its kind in the UK legal market, the INCLUDED programme aims to Inspire, Nurture, Cultivate, Learn, Understand, Discuss, Empower and Develop Black and ethnic minority talent. It has been offered to second seat trainees on a voluntary basis. Starting in April, monthly two-hour long group mentoring sessions will be delivered over a six-month period by an external provider and guest speakers, covering topics including: identity and authenticity, inclusive behaviour, overcoming Imposter Syndrome, self-awareness, relationship building and networking; and personal brand.

Delivering on the firm’s commitments to diversity & inclusion (D&I) and responsible business is a strategic priority for Hogan Lovells. The firm recognises that representation of Black and ethnic minority talent declines with seniority, and the introduction of the INCLUDED programme is one of a number of measures introduced to address this.

Commenting, Hogan Lovells Training Principal, partner Crispin Rapinet, said: “We’ve been very open that a core part of our strategy is to increase diversity throughout our firm, and at the highest ranks. Recruiting, retaining and advancing our underrepresented talent is key to ensuring a diverse pipeline. The INCLUDED programme is unique in the market in that it is designed specifically for Black and ethnic minority trainees, an early intervention complementing the range of initiatives already in place across our firm to help us achieve our global goals.”

In 2020, anti-bias training was delivered to the entire firm worldwide, and Hogan Lovells announced a global goal (UK and U.S.) of 15% minority partners by 2025. Earlier this year D&I billable hour credit was rolled out globally, to ensure underrepresented colleagues are credited for disproportionately undertaking diversity and inclusion activities, and to incentivise all people to undertake activities that enhance diversity, equity, inclusion and belonging at the firm.

In the UK, the firm’s Race & Ethnicity at Hogan Lovells (REAHL) employee network is focused on increasing the visibility of ethnic minority talent at all levels, and improving race fluency. Launched in 2020, the network introduced an open reciprocal mentoring programme and a formal Senior Reciprocal mentoring programme targeted at senior associates and Senior Managers in business services. The REAHL network has also hosted a number of forums and built a hub of anti-racism resources to help its people to educate themselves and to consider what steps they can take as individuals to support race equality.

Hogan Lovells participated in UK’s first ever Race Equality Week in February 2021, and became an early signatory of Change The Race Ratio, a campaign to increase racial and ethnic awareness in British businesses. The firm is also a signatory to the BiTC Race at Work Charter and its five calls to action, and to the Race Fairness Commitment, a data-driven driven charter examining the recruitment and progression of Black, ethnic minority and white groups; as well as commitments to training, monitoring and mentorship. Hogan Lovells has for the last three years voluntarily reported ethnicity pay gap data in the UK, and has collaborated with BiTC on a “Guide for General Counsels: Insights into Ethnicity Pay Gap Reporting”.



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