At Realm, we believe that happy people drive successful businesses, and inclusivity is a fundamental part of creating that happiness. In today’s competitive legal market, where attracting, recruiting, and retaining the right lawyers is more challenging than ever, having an inclusive Employer Value Proposition (EVP) and benefits package isn’t just a nice-to-have—it’s a necessity.
A more inclusive EVP ensures your law firm appeals to a broader range of talent, fosters loyalty, and positions your business as a modern, forward-thinking employer. Here’s how your firm can build a more inclusive EVP and benefits package that meets the diverse needs of today’s legal professionals.
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Understand What Inclusion Means for Your Team
Inclusivity starts with understanding. Every team is made up of individuals with different needs, values, and priorities. By taking the time to listen and learn what matters most to your people, you can build a benefits package and EVP that truly resonates.
Ask the Right Questions: Conduct surveys or focus groups to understand what your employees value most.
Consider Life Stages: Different stages of life require different support—junior lawyers may value student loan assistance or sponsorship, while senior staff are more likely to prioritise hyrbid working and flexible retirement options.
Be Open to Feedback: Create a culture where employees feel safe sharing ideas for improvement.
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Prioritise Flexibility
Flexibility is one of the most sought-after benefits in today’s legal market, particularly for working parents or mid-level or senior lawyers. It’s also a cornerstone of inclusivity, allowing people from different backgrounds and life situations to thrive.
Offer Hybrid Working: Let employees choose where they work to suit their needs.
Flexible Hours: Accommodate different schedules, including staggered start and finish times.
Offer Part-Time Options: Support employees balancing work with personal commitments.
Why it Matters: Our annual research revealed that work-life balance is consistently ranked as a top priority for legal professionals. Flexible working policies are a simple but powerful way to attract and retain talent.
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Enhance Family-Friendly Benefits
Family structures are diverse, and your benefits should reflect that. Inclusive family-friendly policies can make a significant difference for employees balancing work with caregiving responsibilities.
Parental Leave for All: Provide equal parental leave for mothers, fathers, and adoptive parents.
Fertility Support: Offer benefits like IVF coverage or paid leave for treatment.
Carer Leave: Support employees caring for elderly or disabled relatives.
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Support Mental and Physical Wellbeing
Wellbeing is a critical component of any inclusive EVP. A focus on both mental and physical health ensures all employees feel supported.
Mental Health Services: Provide access to counselling, therapy, or mental health apps.
Health Cash Plans: Offer support for routine healthcare needs, such as dental or optical care.
Menopause and Hormonal Health Support: Create policies that address specific needs, such as flexible working for those managing symptoms.
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Celebrate and Respect Diversity
Inclusion isn’t just about providing benefits; it’s about fostering a workplace where everyone feels they belong.
Diversity Days: Allow employees to swap bank holidays for days that are more meaningful to their culture or religion.
Safe Spaces: Create groups or networks for employees with shared identities, such as LGBTQ+ or neurodiverse professionals.
Zero-Tolerance Policies: Foster an environment where discrimination is actively challenged and inclusivity is celebrated.
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Financial Wellness for All
Financial wellbeing is a growing concern, especially as cost-of-living pressures mount. Inclusive financial benefits can support employees across the board.
Competitive Salaries: Ensure you pay your lawyers well for the work they do. We can offer practice-area salary benchmarking, so you know whether you pay in line with the rest of the market.
Student Loan Contributions: Offer repayment support for junior staff.
Financial Education: Provide resources or workshops to help employees manage their finances effectively.
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Make Inclusivity Visible in Your EVP
Inclusivity should shine through in how you communicate your EVP. Candidates want to see that your commitment to diversity isn’t just lip service but something you live and breathe.
Tell Real Stories: Share testimonials from employees who have benefited from your inclusive policies.
Use Clear Language: Avoid jargon and ensure your EVP is easy to understand.
Be Honest: Highlight what you’re doing well and acknowledge areas you’re working to improve.
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Train Leaders to Foster Inclusivity
Even the most inclusive benefits won’t make an impact without the right leadership. Train managers to support employees’ diverse needs and lead by example.
Unconscious Bias Training: Help leaders recognise and mitigate their biases.
Flexibility Advocacy: Ensure leaders actively support and encourage flexible working.
Empathy in Action: Teach leaders to listen, understand, and act on employee feedback.
In an increasingly competitive legal market, an inclusive benefits package and EVP aren’t just about attracting talent—they’re about creating a workplace where everyone feels they belong, are happy and can reach their full potential.
At Realm, we specialise in helping law firms build EVPs that not only meet business needs but also create happier, more inclusive workplaces. By focusing on flexibility, wellbeing, and diversity, you can position your firm as an employer of choice and ensure you attract and retain the right lawyers for your business.
If you’re ready to take the next step in building an inclusive EVP, get in touch with us today. Together, we can help your firm grow and create a workplace where every employee feels valued.
