My Resources

Hogan Lovells

Hogan Lovells

Hogan Lovells


Approachability. Straight-talking. Thinking around corners. Performing as a team. The ambition and support to tackle the toughest legal issues in major industries and commercial centres around the world. This is what makes Hogan Lovells a top global law firm, both for our many prestigious clients and for our team of more than 2,500 lawyers, in over 45 offices across Africa, Asia, Australia, Europe, Latin America, the Middle East and North America.

Click here to see a video insight to our culture.

Hogan Lovells

Please refer to the 'Apply Now' section of our graduate recruitment website for further information on the various opportunities that we offer including the application process and deadline dates.

Please visit the 'Campus Alumni' section of our graduate recruitment website for names of trainee solicitors and associates from a variety of universities who are happy to answer questions that you may have about Hogan Lovells and how their careers have developed since leaving university.

Hogan Lovells

Coming soon...

Our commitment

Our commitment to being a diverse and inclusive place to work is at the core of our vision and our values. Hogan Lovells is committed to enhancing our diversity and ensuring we are an inclusive working environment that attracts, retains and nurtures its people from diverse backgrounds. We believe that a culture of inclusion which respects and values the diversity of all our people significantly enhances our ability to provide excellent legal services to our clients.

Celebrating the strengths of being a diverse and inclusive place to work is at the core of our vision and our values, and we believe that promoting diversity is simply the right thing to do. We have a number of active employee networks and we are the Official Legal Services Provider for the British Paralympics Association until the end of 2016 including the Sochi 2014 and Rio de Janeiro 2016 Paralympic games.

Our success as a global firm depends on our ability to attract and retain the brightest people and to foster a work environment where people of all backgrounds and experiences can reach their full potential, regardless of their background.

To ensure that we embrace diversity fully at Hogan Lovells, our policy is to:

  • treat all with whom we interact with respect and fairness.
  • encourage and allow talented individuals with different personalities, points of view, skills and approaches to collaborate in an environment of mutual support.
  • promote equal opportunity in all areas of employment and prohibit discrimination against members of the firm, job applicants and those with whom the firm engages.
  • understand better the needs of our diverse client base and the communities in which we live and work.
  • continuously monitor the effectiveness of our diversity policy and take proactive measures to advance it.
Disability

At Hogan Lovells we have established five employee networks which are open to all members of the firm. Each network supports our Diversity Committee and our firms overall Diversity strategy.

Our Disability and Wellbeing Network (DAWN) promotes a working environment that is inclusive and welcoming to everyone regardless of physical and mental health condition.

DAWN aims to raise the firm’s awareness of long-term health conditions and disability specific issues through awareness raising events, both in relation to disability and in relation to the broader subject of wellbeing. The network runs various seminars that provide insight into specific health conditions for example, "Understanding Mental Illness and Developing Resiliency" and wellbeing events which focus on subjects such as healthy eating, hydration and resilience.

We also hold inspirational speaker events where we invite role models. Previous speakers have included; Andy Barrow, wheelchair rugby player, who has been playing wheelchair rugby for over 15 years and has competed in three Olympic Games; Andy Campbell, adventurer, whose adventures include making first ski descents of Alaskan peaks, paragliding over Africa and trekking through the Himalayas in a wheelchair, raising millions of pounds for disabled charities; Graeme Obree, champion cyclist, who talked about the thinking and challenges which influenced his cycling career and his private battle with depression and bipolar disorder.

DAWN is a network available for all employees who might have concerns relating to a personal disability or long-term health condition. It also provides a support network for employees who have a connection with or care for a person that has long-term health conditions or disability.

During the recruitment process

We will make reasonable adjustments as appropriate and on a case by case basis following discussions with professional health advisers and medical experts. This includes any recommendations from specialists a student may have.

This includes any recommendations from specialists a student may have. Specialist equipment can include chair, ergonomic mouse or keyboard, computer software.

Upon gaining employment

Who to approach about discussing your requirements and how the support system works.

Two months prior to your start date we will send you a confidential health placement assessment questionnaire. This information you provide is sent directly to our outsourced health provider and our retained Occupational Health Adviser will review the information provided. Depending on the information provided she will then make contact with you to discuss any reasonable adjustments that may be required. If necessary she may ask you to attend a health assessment with our outsourced doctor so that she can be advised of any reasonable adjustments that may be required. With your consent this information is then communicated to the HR department so that we can advise the practice areas that you will be sitting in of the reasonable adjustments needed. Once you commence work with us, our retained Occupational Health Adviser will keep in touch with you on a regular basis to ensure that your needs are being met.

We will make reasonable adjustments as appropriate and on a case by case basis following discussions with professional health advisers and medical experts. This includes any recommendations from specialists a student may have.

Financial concerns

We will make reasonable adjustments as appropriate and on a case by case basis following discussions with professional health advisers and medical experts. This includes any recommendations from specialists a student may have.

Adjustments that have/can be made with us

We will make reasonable adjustments as appropriate and on a case by case basis following discussions with professional health advisers and medical experts. This includes any recommendations from specialists a student may have. Specialist equipment can include a specific chair, ergonomic mouse or keyboard, computer software.

Our disclosure policy

There is space provided on our online graduate recruitment application form for students to disclose any disabilities they have or any mitigating circumstances which may have disrupted their studies or ability to gain work experience for example.

When to disclose to Hogan Lovells

We would encourage students to contact us as early on in the recruitment process as possible should they wish to discuss any requirements that we can assist with and need to be aware of.

For example, if a student requires additional time for online tests, specific conditions, environment or room set up for the assessment day, directions to and assistance entering the building, a better understanding of the building layout and format of the assessment day, dietary requirements and so forth, we would be happy to discuss these or any other concerns in further detail.

Point of contact for disclosure and implementing adjustments

We would encourage students to contact us as early on in the recruitment process as possible should they wish to discuss any requirements that we can assist with and need to be aware of. Simply log in or sign up to view contact details.