Alex Foster, Associate Solicitor, Occupiers’ and Public Liability
By Alex Foster, Associate Solicitor, Occupiers’ and Public Liability at Legal Futures Associate Express Solicitors
At Express Solicitors, we’ve long believed that fostering an inclusive culture and promoting equal opportunities are essential not just for our team but for the legal profession as a whole. Over the years, we’ve implemented numerous initiatives to ensure diversity, equity and inclusion (DEI) are embedded into the fabric of our firm, echoing the values and best practices that align with broader industry efforts.
Embedding DEI into our strategy
Creating a truly inclusive workplace starts with a strong foundation. That’s why, in 2018, we launched our Equality, Diversity and Inclusion (EDI) Network. Meeting monthly, this group provides a platform for strategy development and active engagement across the firm. From focus areas such as inclusive culture to career pathways for underrepresented groups, the network plays a pivotal role in ensuring all voices are heard and supported.
Data has also been key to shaping our approach. By leveraging insights from the Solicitors Regulation Authority (SRA) Diversity Questionnaire, we’ve been able to refine our efforts and ensure they remain relevant to the needs of both our employees and clients. This data-driven approach has helped us identify areas for growth and implement strategies that deliver meaningful outcomes.
In addition, taking steps such as unconscious bias training benefits law firms in many ways.
People do not tend to consider themselves to be racist, homophobic, transphobic or xenophobic, but there are elements on how we judge people almost instantaneously that we are often completely unaware of.
By having appropriate training, we can educate staff on how they think and question whether their views stem from solid reasoning or perceived stereotypes. This will promote inclusivity and equality throughout the firm and prevent people from being prejudiced. The most senior members are also included within this training so that the unconscious bias prevention starts at the top and filters down throughout the firm.
Mentoring and growing talent from within
One of the cornerstones of our commitment to DEI is our focus on nurturing talent. By implementing personal development plans and mentoring schemes, we’ve provided opportunities for individuals to progress from entry-level positions to senior roles. This “grow your own” approach ensures that everyone, regardless of their background, has the tools and support they need to succeed.
Additionally, we’ve adapted our recruitment processes to attract diverse talent. By reviewing job requirements and ensuring our hiring practices are free from unconscious bias, we’re committed to creating opportunities for individuals who may have previously been overlooked.
Building connections beyond the firm
As one of the largest employers in our area, we’ve made it a priority to engage with local schools and universities to promote social mobility. In partnership with the Sutton Trust, we offer placements to individuals from lower socioeconomic backgrounds, providing them with valuable experience and insight into the legal profession. Initiatives like these allow us to make a tangible impact on underrepresented communities and inspire the next generation of legal professionals.
Driving change through collaboration
Our EDI Network exemplifies the importance of collaboration. With over 80 members from across the firm from various departments, the network ensures that DEI is a shared responsibility. From organising events like Pride celebrations and Neurodiversity Awareness Week to fostering open dialogue through focus groups and surveys, the network is instrumental in driving positive change. The network also ensures all staff have a point of contact should they have any questions or to raise an issue.
I started as a member of the EDI network back in 2019 when I joined the firm, and I have seen how much the network has developed over the years. Now sitting as Chair, it is imperative for me to include everyone in the conversations. Whether they are in senior or junior roles within the firm, it is a belief that a collection of ideas is always better than just one.
Express has been in its new headquarters now for over a year and the introduction of new office facilities, such as a multi-faith room and a quiet space for women experiencing menopause or for neurodivergent employees to take time out, demonstrates our commitment to creating an environment where everyone feels supported. These enhancements reflect our dedication to putting the wellbeing of our employees at the forefront of our initiatives.
While we continually strive for progress, we understand the value of pausing to reflect on our achievements. Whether it’s through the success of an event or the stories shared by our employees, we take pride in the small wins that contribute to a larger culture of inclusion.
And speaking of wins, we’ve just been ‘Highly Commended’ for our diversity and inclusion work at the recent Modern Law Awards – we’re delighted to not only have come away with an accolade but also with some great takeaways as to what is working for other law firms.
At Express Solicitors, we don’t just talk about diversity and inclusion – we’re actively living it and striving to improve. Through thoughtful initiatives, meaningful partnerships and a commitment to continuous improvement, we’re proud to create a workplace where everyone can thrive.
