Affinity Groups

Affinity Groups

Affinity Groups

Any group suffering a disadvantage can benefit from affinity groups. They create a place to exchange thoughts and gain the insights of others who may have experienced similar issues; you can at least gain a sympathetic hearing and may be able to give advice, giving you confidence to act differently and change your environment. There is no set template perfect for every firm or organisation. LegalWomen wants to explore these groups and ask organisations: when are they appropriate? What do they do and why?

LW asked Shabnam Ali-Khan from Russell-Cooke to reflect on what works for her firm.

Russell-Cooke

Women lawyers are more than half of the profession yet, as we all know, do not have parity in terms of decision-makers in firms or organisations across the whole profession. It is essential their voices be heard so they are an integral part of change in the legal profession and one method is through a women’s group, regardless of the name which is used.

Women’s affinity groups can be a fantastic platform for all types of women to come together to celebrate success and provide support and guidance to other women. Increasingly law firms, such as Russell-Cooke, have encouraged these groups and ours is the Women’s Networking Group (WNG). Miranda Green, a partner at Russell-Cooke who heads the WNG describes it as being there to “support, inspire and uplift women across the firm by creating opportunities to network, debate, and develop relationships with others internally and externally”. It is welcoming to all women ranging from junior level to partner level and provides a useful opportunity for sharing and learning together.

The WNG activities include networking within the firm and externally. This is invaluable as the events allow women to grow their professional and social networks. WNG also arranges talks on important topics as well as engaging with local charities in support of women’s rights. A recent example is a working with Smart Works, a charity that mentors unemployed women and provides clothes to attend interviews and start new jobs. It is a great initiative and enables women to apply for jobs with confidence and take on new roles.

One of my main concerns about affinity groups, which I am sure many others share, is to ensure they are not simply a tick-box exercise but rather a force to drive meaningful change and raise awareness. With any affinity group a mission statement is crucial alongside regular meetings/catch ups to monitor outcomes and discuss initiatives.

Russell-Cooke’s Heritage

Russell-Cooke is proud of its WNG which pays tribute in part to Mrs Maye Russell Cooke, the wife of its founder who was a leading figure for women’s rights. In 1885 she published the Women’s Suffrage which led to the National Society for Women’s Suffrage. Miranda says “Maye’s passion for campaigning and the equality agenda she championed are principles which thrive today in Russell-Cooke”. She goes on to explain “ours has been a firm that stands for equal rights, for liberal values and for ‘doing the right thing’. This runs through the firm and its people”. This ethos is further demonstrated by the work the firm is involved in which includes representing victims of female genital mutilations, domestic violence, and childbirth-related clinical negligence.

Equality, Diversity and Inclusion (EDI) is high on everyone’s agenda, and it is important for law firms to embrace this actively. I have met new recruits at Russell-Cooke and other firms who make it clear that EDI policies and activities within a firm can play a huge role in deciding where to apply for a job. I think there is something quite special in being a firm with strong affinity groups which potentially attract vibrant and fresh energy into the legal workforce.

Margaret known as Maye Dilke campaigner for women’s rights by Herbert Rose Barraud (1891). © Public Domain Mark 1.0.

Shabnam Ali-Khan

Partner

Russell-Cooke

If you would like to write about the group at your workplace please email info@LegalWomen.org.uk.