Advance Inclusion in your workplace

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Advance Inclusion in Your Workplace Today

Stowe Family Law, the UK’s largest specialist family law firm, has made significant strides in its inclusion journey. From grappling with the complexities of diversity to confidently embedding inclusion within its culture, Stowe’s partnership with Inclusive Employers has helped transform good intentions into lasting change.

The challenge: getting started with inclusion

When Louise Shepherd joined Stowe Family Law in 2021 as Head of Culture and Communications, she quickly realised the firm had strong intentions around inclusion, but didn’t quite know how to move from good intentions to real impact. Conversations about diversity had begun, especially after the resurgence of the Black Lives Matter movement, but there was a lack of direction. There were colleague groups in place, but they were struggling to focus on which areas of diversity to prioritise.

“We had the right intentions to do the right things, but we didn’t know where to start,” Louise explains. This feeling of uncertainty was where Stowe found themselves when they turned to Inclusive Employers for guidance.

The solution: partnering with Inclusive Employers for support

Stowe Family Law decided to partner with Inclusive Employers in 2022. They were drawn to Inclusive Employers’ holistic approach to diversity and inclusion. Unlike other initiatives, which might focus on one aspect of diversity, Inclusive Employers offered guidance that would help them address a range of issues and ensure a more inclusive culture across the firm.

“They felt like the right partner for us,” says Louise. With the partnership, Stowe was ready to start implementing practical strategies and creating the foundation for lasting change.

How Membership has progressed inclusion at Stowe Family Law

Since joining Inclusive Employers, Stowe Family Law has taken significant steps forward. Within the first 18 months, Stowe worked with Inclusive Employers to:

  • Inclusive language talk: Delivered at the Stowe all-employee conference, sparking meaningful discussions on the importance of language in fostering an inclusive environment.
  • Yearly calendar of awareness-raising activities: Created using Inclusive Employers’ resources and real colleague stories, such as a Jewish employee sharing how they celebrate Chanukah.
  • Employee diversity data collection: Established a baseline for future progress by collecting diversity data for the first time.
  • Inclusive Recruitment Audit: Conducted to assess and enhance Stowe’s hiring practices.
  • Senior Leadership Training: Equipping managers with the knowledge to lead inclusion efforts effectively.

A supportive account manager

One of the key benefits of Inclusive Employers Membership has been the ongoing support provided by Stowe’s dedicated account manager. Louise has found this support invaluable. “I feel comfortable talking to her. I can drop her an email, and she always replies quickly,” Louise shares. This relationship has been crucial in helping Stowe navigate the complex world of inclusion.

Their account manager has also guided Stowe in collecting diversity data, helping them craft an effective survey, select the right data categories, and communicate transparently with staff about the process. This helped Stowe reach an important milestone: achieving a baseline of 50% disclosure, with plans to increase this to 75%.

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A focus on recruitment and leadership

Stowe Family Law has also placed a strong focus on recruitment and leadership development, commissioning two significant pieces of work from Inclusive Employers.

1. A thorough inclusive recruitment audit

Stowe’s inclusive recruitment audit was a key moment in their inclusion journey. Louise describes the audit as “so thorough, so well done,” and says it impressed both the board and the executive team. The audit offered several recommendations, some of which were quick wins, like diversifying the language and case studies on their website.

However, the audit also highlighted a deeper challenge: “Stowe is a great place to work if you’re like us,” said Louise. The firm’s recruitment processes and culture meant that the diversity of candidates being attracted into the business was limited. This is a challenge that Louise notes is not unique to Stowe but is reflective of the family law sector as a whole. To address this, Stowe is working with external partners and universities to focus on early careers and broaden the talent pool.

2. Tailored inclusive senior leadership training

The leadership training provided by Inclusive Employers has been another crucial aspect of Stowe’s inclusion progress. The face-to-face sessions were well received by Stowe’s leadership team, creating space for them to reflect on the importance of inclusion and what it meant for the business. This training has led to real shifts in perspective, with inclusion now firmly on the agenda at senior levels. “Inclusion is on people’s radar. We’re talking about it regularly,” Louise notes.

Membership gives confidence

Thanks to their partnership with Inclusive Employers, Stowe Family Law has gained the confidence to take decisive action on inclusion. “It’s given us confidence in the EDI space,” says Louise. “Confidence that we’re making progress.”

The support from Inclusive Employers has enabled Stowe to align their values with their inclusion goals. “It’s everyone’s responsibility now. You’re agreeing to live by our values, and that means you are inclusive. You think inclusively,” Louise says.

Stowe’s leaders are role modelling inclusive behaviour, and inclusion has become an integral part of the firm’s culture. As Louise puts it, “Inclusion is part of who we are now. It’s more than just talk. It’s the feeling. It’s become part of who we are and it’s going to carry on.”

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