Diversity is increasingly on the agenda of U.S. law firms and their corporate clients—or, as some would argue, because of their corporate clients—showing up in firms’ strategic plans, highlighted on their web sites, featured in their recruitment and retention initiatives. Yet it seems that for law firms across the Pond diversity issues have either—depending on one’s point of view (or news source)—not yet reached the same level of attention, or already hit saturation point.
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