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10 Good practices around the inclusion of people with disabilities in law firms

"The Working Group Di Capability celebrates the International Day of Persons with Disabilities"

International Day of Persons with Disabilities

El Di-Capability Working Group wants to take advantage of the celebration of International Day of Persons with Disabilities to share this short guide with 10 recommendations on the inclusion of people with disabilities in law firms.

Good practices

1. Good practice: The Family Plan

The commitment that the Law Offices must assume with respect to labor integration and job creation for people with disabilities should not be focused only on their collaborators but also on their relatives with special needs.

The Family Plan is a tool that allows us to develop skills, abilities and attitudes that allow our family members with disabilities to work integration, not only in our offices but in any type of company. In addition to the development of capacities, it promotes a sensitive and inclusive environment in which Disability is normalized and, on the other hand, it facilitates the reconciliation of those families with people with disabilities in their environment who require a high dependence on attention and time.

Oscar Parreno, Personnel Administration Manager at Uría Menéndez 

2. Good practice: 360º actions

To promote an environment that facilitates the inclusion of people with disabilities, it is advisable to build a 360º framework of actions, from a strategic approach, focus on all incorporation processes in partnership with universities, promote specific training, favor an accessible environment both in the offices and in all digital tools, accompany the incorporation taking into account possible needs to adapt the position or functions, and at the same time be able to promote social actions such as corporate volunteering that helps raise awareness about the challenges associated with the labor inclusion of people with disabilities.

Michele Menghini, Head of CSR at the PwC Foundation

3. Good practice: Commitment of the Management

Assume concrete and defined commitments by management to undertake inclusion actions. Determine incorporation objectives for these profiles both in number and in terms of time. Involve the entire organization, from Human Resources to the business, making it a strategic project. Involve the partners specifically in the inclusion project, identifying profiles that favor these measures.

Fernando Bazan, Partner of the Labor Area at Deloitte Legal, Co-Director of the Working Group at Di Capability

4. Good practice: An essential chapter in the training program for lawyers

Knowing in depth the reality of people with disabilities requires specific training. Incorporating this matter in the training processes of the lawyers of a firm will contribute decisively to the incorporation and integration of those in the different organizations. Its success requires a decision shared by the entire organization. Knowledge of the specialties that characterize people with disabilities, the values ​​they contribute and how each lawyer can contribute to this must be integrated naturally in the professional training process. It takes more than willpower to achieve this goal.

Cristina Jimenez Savurido, President of Fide

5. Good practice: Awareness and Visibility

The law firms have been working on the inclusion of people with disabilities for many years. However, I believe that we can improve internally making the initiatives we carry out visible, as well as involving our professionals in new activities, both launched by the Firm and proposed by them. I think that awareness and visibility are the levers on which we must continue working in law firms.

Eve Slim, Head of HR at Pérez-Llorca 

6. Good practice: Awareness 

We believe that for the correct inclusion of people with disabilities in the offices, it is necessary to carry out an awareness-raising task at all levels. It is not just a matter of raising awareness about disability in HR or those in charge of decision-making, but it is necessary to carry out this awareness / training exercise with all the people who are part of the firm. In this way, it will be easier to achieve full integration in our organizations. 

Laura de la RosaValverde, Head of Human Resources, Central Services of Auren. 

7. Good practice: Promote disability education in our teams and give visibility to our office in Institutes and Universities 

Education and awareness are key pieces for the proper development and management of people. We propose the organization of workshops, immersive field volunteering and awareness campaigns with speakers and people with disabilities. Likewise, we consider it essential that we are the ones who extend a bridge between the Firm, the Institutes and the Universities. 

Theresa Reja y Lydia Nunez Lopez, Clifford Chance. 

8. Good practice: A project that values ​​everyone equally

The firm that will attract the most diverse talent will be the one that most solidly builds an atmosphere of community for all. It is not only about providing resources for people with disabilities or who care for people with disabilities (who also) but about ensuring that all employees, whatever their personal conditions, know that they are an essential part of an obviously business project, but also deeply committed to people. 

Amelia Fontán García-Ormaechea, Senior Expertise Lawyer, Ashurst.

9. Good practice: Public-private collaboration 

In order to achieve real inclusion, a greater understanding of the difficulties, doubts and objections that people with disabilities may have in order to develop their professional careers in law firms and create specific programs to eliminate barriers is necessary. For this, greater collaboration and exchange of information with colleges, universities and foundations is essential. And also with the different state and regional bodies, paying special attention to programs that make it possible to carry out legal practices in law firms.

Margarita Fernández Izquierdo, Partner of the BakerMckenzie Labor Department.

10 Good practice: Make diversity a culture

The explicit incorporation of the value of diversity in important documents; the ones that are read often. 

In addition, when looking for people, contact organizations that can reach professionals in the legal area who have some degree of disability, and thus ensure that offers are not restricted to the usual circles, where people with disabilities sometimes do not have access. In short, working to make diversity a culture.

Ana Fig tree, Director of Pro Bono at the Fernando Pombo Foundation, Co-Director of the Di Capability Working Group

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