Sensory difficulties
A key aspect of our diversity and inclusion programme focuses on attracting and recruiting candidates with disabilities. The talent pool is changing rapidly and we are determined to attract candidates from the widest pool possible, to continue to be competitive.
We have a deep dedication to diversity and inclusion and have cultivated a working environment where we value, reward, respect, and celebrate everyone’s diversity, hiring the very best talent, which makes us a stronger workforce and ultimately leads to the best results for our clients.
Reed Smith is a global law firm, with more than 1,800 lawyers in 28 offices throughout Europe, the Middle East, Asia and the United States.
The firm represents leading international businesses, from FTSE 100 corporations to dynamic mid-market and emerging enterprises. Our lawyers provide litigation and other dispute resolution services, regulatory counsel, and legal advice on the full range of strategic domestic and cross-border transactions. Reed Smith is a preeminent advisor to industries including Financial Services, Health & Life Sciences, Energy & Natural Resources Entertainment & Media, and Shipping & Transportation.
We value individual differences and we work hard to ensure a fair and inclusive environment for all, where the unique insights, perspectives and backgrounds of individuals are recognised.
We realise that disability affects every aspect of business, employees, clients, markets, suppliers and stakeholders, and we understand that being a disability-smart organisation is a facilitator for increased productivity and effectiveness. We want to emphasise that jobs for disabled candidates are both available and achievable at the top of the legal profession.
“Quite simply, we want to attract the best talent from every available talent pool without any limit. The work that we have done so far is only the beginning and we hope that in a few years time we will have a large pool of talented senior people with disabilities who will act as role models for others.” Carolyn Pepper, Senior Partner
Since 2012, we have made 11 known offers to individuals with disabilities, 10 of which have been accepted. The disabilities have ranged from dyslexia, dyspraxia, wheelchair user, autism and mental health. In 2018, we have made six summer vacation scheme offers to individuals who have disclosed a registered disability or long-term health condition. This means 27% of students on the scheme have a disability.
What we are currently doing?
We do not want to be just known for our diversity; we want to be leaders in driving the progress of diversity and inclusion.
Our internal network LEADRS supports the attraction and recruitment of individuals with disabilities, mental health issues and long-term health conditions, as well as supporting their inclusion within the firm.
In November 2017, Reed Smith participated in OPEN through MyPlusConsulting, an event promoting confidence to students with disabilities or health conditions.
We are committed to host the annual AS Ability event through Aspiring Solicitors until 2021. The event aims to increase understanding and awareness of disability in the legal profession.
Sensory difficulties
Dyslexia
Open days
We will be running a number of open days throughout 2019, please visit our website to apply and to find out more about our culture at Reed Smith.
Summer vacation schemes
We run two vacation schemes in both June and July and annually seek to recruit a diverse mix of students on the schemes. Applications open for our 2018 schemes on 1st November 2017 and close on 31st January 2018.
Training Contract
A career without limits
We offer stimulating work in an informative, challenging environment where your contribution counts from day one.
We are looking for candidates who are on target for or have achieved a 2.1 or above at degree level (or the equivalent). This can be in any discipline. We are also looking for you to demonstrate that you have the skills and behaviours which would expect from our trainees.
Be yourself and be confident both when applying and interviewing.
A key consideration when recruiting at Reed Smith is to ensure that individuals from all diversity strands have an equal level playing field. As of 2015, we removed our timed verbal reasoning test after listening to feedback from individuals with disabilities who informed us that the test proved to be an obstacle for them in the process.
We feel that the most important approach to supporting our employees/ future employees, is to have honest, open conversations.
Extenuating circumstances
Our online application form includes a section which allows you to advise us of any extenuating circumstances that are relevant for us to consider when reviewing your application form.
Accessible software and hardware
We are able to provide software/ hardware in both assessment centres and within the workplace, as well as laptops when required.
Transitioning into the workplace
Within the work place we have made various adjustments including but not limited to; support worker/ PA, flexible working hours, stronger wheelchair access, soft cultural adjustments.
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