Norton rose calgary student committee

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We use cookies to deliver our online services. Details and instructions on how to disable those cookies are set out at nortonrosefulbright. By continuing to use this website you agree to our use of our cookies unless you have disabled them. Fortunately, senior management had responded to the pandemic with a flex program that allowed business-services employees to reduce their work week by up to 40 per cent, or even take a leave of absence.

Kwedi opted to take off one day a week. To encourage people to stay in touch, it introduced a mental-health initiative pairing people to meet virtually for informal conversation, while two lawyers hosted a popular national weekly trivia night. First-year lawyer Jenny Ng was doubly taken aback.

That stuck with me. I was very grateful to see someone on my side and not afraid to offend a client. It demonstrated that I was part of the team. While driven by metrics to create a more inclusive workplace, the firm goes a step further. Yes, setting goals and publishing our progress toward meeting those goals shows we are accountable, but there is more to diversity and inclusion.

When people feel able to be themselves, with no need to cover up or minimize what makes them unique, they experience the benefits of belonging and are more engaged with their work. We want to create safe spaces where people feel free to let down their barriers and not feel they need to conform to a majority culture. For her part, Ng found that Norton Rose Fulbright did not match her majority-culture fears. Management includes accomplished women with families.

With those role models I can see myself building a career here where I am included. Not only does the firm have, and meet, a per-cent goal of women returning after maternity leave, but it also has, and meets, an objective of retaining 90 per cent of those women after one year. And in one notable case, a single mom who works part-time to accommodate her parental responsibilities still became a partner.

Overall, women now make up nearly 30 per cent of the partnership ranks, reaching a goal early that was set five years ago. Now, the target has been increased to 40 per cent by the end of the decade. Ng herself is responsible for one distinctive diversity and inclusion initiative. When she was just an articling student, with no guarantee that she would be asked to join the firm, Ng stepped forward with a novel idea. She proposed that the Toronto office establish a book club to tackle literature dealing with diversity and inclusion themes.

De Klerk backed the project and in the year before COVID, the book club boasted some 50 members, with other firm offices across the country expressing interest in establishing their own groups. The book club is a way of bringing people together to discuss their views respectfully.

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