LGB networks lacking in firms outside of London

Lesbian, gay and bisexual (LGB) networks and networking opportunities are sparse in firms outside of London, Law Society research has found.

Of the 21 firms studied, 16 had internal LGB networks and all but three of those were based in London.

The research also found that where firms were smaller in size and/or only had a handful of known LGB employees, the approach was to create inter-firm networks across a number of offices.

The existence of an LGB network was seen by respondents as a marker of how open a firm was to LGB staff and to the extent a firm embraced diversity.

However, more than one respondent to the reported said their network met off-site and communicated via private web pages or confidential helplines to protect those who chose not to be out at work.

One respondent to the study described their firm's LGB network as a way to root out and informally manage homophobic behaviours in the workplace.

The study also found that diversity of a firm's LGB employee population was not reflected in membership of its LGB network.

Networks felt that non fee-earning and support staff, most typically women, were under-represented in their memberships. While some networks had lesbian and bisexual women members, the majority of participants were gay men.

This finding reinforced previous research where lesbians felt they got nothing from networks stratified on the basis of gender and/or sexual orientation; instead they sought groups based on common hobbies/interests, areas of practice or career progression.

While some networks felt the true measure of their success would be in no longer being needed, others felt the network was about the public face of the firm and client appeal than the needs of employees.

The research was commissioned to identify the formal and informal LGB networks that exist within law firms, map out what roles these networks play within firms, and identify areas in which the Law Society can provide support.

Most respondents felt the Law Society has a role to play in co-ordinating LGB events targeted at smaller firms, or firms outside of London.

Commenting on the report, Law Society president Andrew Caplen said: "This feedback from members involved in the running of their firm's LGB networks is invaluable to the Law Society in helping us address the priorities for the year ahead.

"Employee networks are essential for creating inclusion, improving policies, creating a welcoming workplace and mentoring new recruits. The Law Society's Diversity and Inclusion team will use the information from this report to implement strategies that directly benefit our LGBT members, and we always welcome further input from the profession."

The full report can be viewed here.

John van der Luit-Drummond is legal reporter for Solicitors Journal