If you’re looking for the perfect environment to learn, develop and progress, we think you’ll love life here. We’re a growing firm (one of the fastest growing in the world, in fact). And we work at the heart of sectors that drive global trade and commerce. It makes this an unrivalled opportunity to take on exciting, high profile work and to grow as rapidly as us.
Ready to help create the next chapter of our story?
The lawyers in the Toronto’s Office represent international clients, more particularly insurers involved in both damage insurance and casualty and specialty risks, in addition to major corporations, organizations and professional orders. Over the years, we have developed an expertise that allows us to go beyond the role of traditional services provider by anticipating the needs of our clients and assisting them in their professional development.
Our Practice areas include:
Openly discussing family aspirations, one’s participation in LGBTQ associations, mental health issues or religious beliefs, is difficult during recruitment events at law firms. At the very least, students trying to get recruited for an articling position will be cautious about bringing these matters up.
While diversity is making headway in the Canadian landscape and within large corporations, law firms are still slow at making progress on this front. Of course, commitment to diversity and inclusion varies considerably from one firm to another and it becomes hard to evaluate firms’ performance on diversity and inclusion. Unconscious bias can be prevalent in many firms, and this is often reflected in informal processes or situations.
Below are some tips of how you detect the real commitment to diversity and inclusion in the firm.
Obviously, discussion with lawyers and partners of the firm is the best way to discover the real commitment to diversity and inclusion. In fact, policies might be there, but the culture has to follow. Try to get a sense of this critical information by carefully analyzing the lawyers and partners manners. While these tips are relevant, nothing is better than intuition!
1. The presence of diversity and inclusion policies demonstrate a desire for change and openness. For example, the presence of a policy on maternity and paternity leave.
2. A firm demonstrating openness to a minority group will be more inclined to open up to others. Look for signs of cultural and ethnic diversity in a firm, which will generally be accompanied by greater openness for differences in gender, religion, sexual orientation, age and disability.
3. The composition and commitment of the management board is a valuable indicator. Gender balance on a board of directors is evidence of a diversified internal structure.
4. The promotional material and bios will communicate the level of diversity. For example, the firm’s brochures representing cultural diversity through the illustrations denote an opening to inclusion. Better yet, check out the firm’s bios.
5. A firm strongly competing for corporate clients will be more willing to demonstrate their commitment to diversity. Corporate clients are often more advanced in their diversity efforts and strongly encourage their suppliers of legal services to do the same. Increasingly, firms are reflective of the diversity of their key clients.
6. A firm involved in complementary activities on diversity and inclusion will have a greater propensity for heterogeneity. For example, conferences given by the firm on the subject or the participation in activities of different cultural communities show a concern for openness.
7. Most importantly, a working environment that demonstrates a willingness to bring together people of different backgrounds, experiences and perspectives, will be more predisposed to diversity and inclusion. Keep your ears open to get a sense of the different ways people think. Again check out the firm’s bios for clues of cognitive diversity.