Leading the Way: Advancing Inclusion, Diversity, and Equity in the Legal Profession in Central and Eastern Europe

Current Landscape of ID&E in CEE

Corporate diversity initiatives in CEE are gaining traction, with an increasing number of companies recognizing the importance of diversity and inclusion in the workplace. The level of implementation and the scope of these initiatives may, however, vary depending on factors such as cultural norms, regulatory environment, and economic conditions.

Cultural attitudes toward diversity and inclusion may also differ in CEE compared to other countries in Europe. While some countries in the region may have a longer history of diversity and tolerance, others may face challenges related to social cohesion and inclusion or even religious beliefs, particularly with regard to minority groups such as Roma populations or LGBTQ+ communities. 

The legal industry in CEE has, however, made fairly significant strides in recent years toward embracing and even advocating for greater inclusion and diversity. Nonetheless, challenges remain, including underrepresentation of women or members of racial and ethnic minorities in leadership positions, systemic and/or unconscious bias, and lack of access to opportunities for marginalized communities. Recognizing and addressing these challenges is essential for creating a more equitable and inclusive legal environment. 

Benefits of Prioritizing ID&E

Prioritizing ID&E in the legal profession yields numerous benefits. A diverse workforce brings together a variety of perspectives and experiences, which enhances problem-solving, creativity, and innovation. Moreover, fostering an inclusive culture improves employee morale, engagement, and retention, and helps to recruit the best talent, leading to a more productive and successful firm.

In today’s post-COVID hybrid workplace environment, many employees crave more opportunities for collaboration and social connection with colleagues as pointed out by McKinsey and other studies on hybrid working. ID&E programs can provide avenues for employees to overcome feelings of isolation and establish more meaningful connections with colleagues, thereby creating more collaborative – and ultimately more productive - teams. ID&E initiatives and events can also help bring people back into the office.

Additionally, clients increasingly value diversity and expect their legal partners to reflect their commitment to inclusive practices. In fact, many clients require detailed information regarding a firm’s ID&E policies and initiatives when considering panel appointments – in short, clients expect to see that their lawyers practice what they preach.

Despite reports of recent backlash against ID&E in countries such as the United States, ID&E is clearly one of the top priorities for our upcoming and future “Gen Z” workforce. Gen Z is the most diverse generation yet, and according to a 2020 survey by Monster, 83% of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer. They also demand that their employers have a clearly defined ID&E strategy and demonstrate their commitment to improving our societies, but a 2023 study by Deloitte found that only 1/3 of Gen Z respondents were very satisfied with their employer’s DEI efforts.   They seek employers that foster a culture of belonging where all employees feel respected and valued for their unique perspectives and backgrounds. Firms that prioritize purposeful work, career growth, work-life balance, diversity and inclusion, technology and innovation, social and environmental responsibility, and transparent communication are more likely to attract and retain Gen Z talent in the workplace. Understanding and addressing the unique preferences and values of Gen Z employees are essential for building a successful and inclusive workplace culture. 

Best Practices for Law Firms 

Law firms can play a pivotal role in advancing ID&E in CEE by implementing various best practices. These may include:

• Establishing formal diversity and inclusion initiatives with clear goals and metrics for success.
• Providing unconscious bias training for all employees to mitigate the impact of implicit biases in decision-making.
• Implementing flexible work arrangements and policies to accommodate diverse needs and lifestyles.
• Actively recruiting and retaining talent from underrepresented groups through targeted outreach and mentorship programs.
• Promoting allyship and creating opportunities for open dialogue and constructive feedback by establishing employee resource or affinity groups (for example, for LGBTQ+ employees and their allies). 

Employee Resource Groups

Diversity initiatives often start off with the creation of employee resource groups (ERGs).  ERGs play a vital role in fostering allyship in the workplace thereby helping to bring teams closer together. ERGs are voluntary, employee-led groups that provide a supportive community for individuals who share common identities, experiences, or interests. These groups contribute to creating a more inclusive and equitable workplace environment in several ways: 

• Support and Belonging: ERGs offer a sense of community and belonging for employees from underrepresented or marginalized groups. By providing a platform for individuals to connect, share experiences, and support one another, ERGs help employees feel valued, heard, and supported in the workplace.
• Education and Awareness: ERGs play a crucial role in raising awareness about diversity, equity, and inclusion issues within the organization as well as externally with client and community facing initiatives. Through events, workshops, and discussions, ERGs educate employees about different cultures, identities, and perspectives, fostering greater understanding and empathy among colleagues.
• Advocacy and Representation: ERGs serve as advocates for the needs and interests of their members, as well as broader diversity and inclusion initiatives within and outside of the organization. By amplifying diverse voices and advocating for inclusive policies and practices, ERGs contribute to creating a more equitable and representative workplace for all employees. In the legal profession, ERGs can help identify community-wide issues and causes requiring advocacy through pro bono representation.
• Professional Development: ERGs provide valuable opportunities for professional development, mentorship, and networking. By connecting employees with similar backgrounds or interests, ERGs facilitate knowledge-sharing, skill-building, and career advancement opportunities, ultimately benefiting both individual employees and the organization as a whole.
• Organizational Impact: ERGs have a positive impact on organizational culture, employee engagement, and business outcomes. By promoting diversity and inclusion, ERGs contribute to increased innovation, creativity, and productivity within teams and across the organization. Additionally, ERGs help attract and retain diverse talent, enhancing the organization's reputation as an inclusive employer of choice.

Establishing an ERG requires dedicated effort and commitment from passionate individuals who are willing to invest their time and energy beyond their expected work duties.  While ERGs are voluntary organizations, they often require significant time commitment to plan and coordinate activities, engage members, and drive meaningful impact. This can be particularly challenging for those of us in the legal profession, as ERG leaders and members must balance their ERG responsibilities with their regular work responsibilities and personal commitments. 

Despite these challenges, the benefits of establishing an ERG, including fostering inclusion, providing support, and driving positive change in the workplace, make the effort worthwhile. With proper support from leadership, resources, and a strong sense of community among members, establishing an ERG can be a rewarding experience that contributes to creating a more inclusive and equitable workplace for all. 

The Role of Law Firm Leaders

Law firm leaders can play a role by championing ID&E initiatives within their firms and the broader legal community. By demonstrating a commitment to diversity and inclusion, leaders can set the tone for the entire organization and inspire others to follow suit. This includes advocating for inclusive hiring practices, promoting diverse representation in leadership positions, holding individuals accountable for discriminatory behaviour and recognizing and rewarding employees for their contributions in fostering ID&E principles in the workplace and in the communities in which we live and work.

At Dentons, for example, inclusion and diversity are not just ancillary values - they are foundational to our business. We believe that inclusion and diversity are essential to the success and strength of our people, our firm and the delivery of justice through our profession. Our commitment to inclusion and diversity starts at the top with our Global Leadership, Global Board and Global Management Committee.

Dentons’ Global Inclusion and Diversity Officer, Kate Broer, reports directly to our Global CEO, Elliott Portnoy and participates in all Global Board meetings to develop and drive our ID&E strategy forward at a firmwide level.

We expect leaders at every level to champion an environment of inclusion and a culture of equity at Dentons, and we encourage all our people to do the same. We are intensely focused on fairness and creating a workplace where all of our colleagues’ contributions are valued and heard and help us to drive better outcomes for our people, our clients and our communities.

Collaboration and Networking

Collaboration and networking are essential for driving meaningful change in ID&E efforts. Law firms can seek partnerships with corporate partners, diversity organizations, and other stakeholders to amplify their impact and share best practices. By working together, we can leverage our collective resources and expertise to create a more inclusive and equitable legal profession in CEE.

One example of a successful ID&E collaborative and networking initiative in CEE is the LGBTQ+ Network of Networks (or NoN).  NoN is a network for members of LGBTQ+ ERGs across a multitude of corporations in Poland.  It was created so that the LGBTQ+ ERGs across the country would have a platform to become aware of each other’s existence, share ideas, become inspired and build momentum for positive changes.  One of its main goals is to improve the situation of LGBTQ+ employees in workplaces across Poland so that members of the LGBTQ+ community can all be authentically themselves at work.  The group supports various initiatives to achieve these goals, particularly by mobilizing the support and voices of the companies in which they work.

Case Study: Romanian Diversity Chamber of Commerce

Several law firms and legal organizations present in CEE have already implemented successful ID&E initiatives. A commitment to ID&E principles within one’s own firm or organization can provide lawyers with the motivation, resources, and message to help clients and other businesses in their jurisdiction further these principles in the communities in which we live and work. One example of how law firms can collaborate with clients in this endeavour is the Romanian Diversity Chamber of Commerce, in which Dentons was a founding member. 

In December 2020, Romania made history by launching Europe's first Diversity Chamber of Commerce, aimed at promoting principles of diversity and inclusion within the country's business community. This groundbreaking initiative serves as a platform for multinational corporations to engage with Romanian businesses led by individuals from marginalized groups, including women, the LGBTQ+ community, Roma, people with disabilities, and others. 

Structured on the model of a traditional chamber of commerce, the Romanian Diversity Chamber of Commerce offers a wide array of activities, ranging from mentoring, coaching, training, networking, to certification. Through these initiatives, the Chamber aims to support the Romanian economy by facilitating connections, fostering competition, and nurturing growth opportunities for minority-owned businesses.

The Romanian Diversity Chamber of Commerce stands as a testament to Romania's commitment to diversity and inclusion, serving as a catalyst for positive change within the country's business landscape.  Moreover, the Chamber can serve as a model for similar initiatives in other countries within the region where the local and international business community seek to further drive change through inclusion, diversity and equity.  Lawyers and law firms can play a key role in driving this change in the region.

Conclusion 

As lawyers, we have a unique opportunity and responsibility to drive positive change in advancing inclusion, diversity, and equity in Central and Eastern Europe – or wherever we practice. By prioritizing ID&E initiatives, implementing best practices, and fostering collaboration within our own firms, we can create a more inclusive and equitable workplace environment that reflects the rich diversity of our communities. Together, we can lead the way toward a brighter, more inclusive future in CEE, not only for the legal profession but also for the greater business community, and essentially for the wellbeing of our societies.

By Adam Mycyk, Partner, Dentons