the main difference in my mind is that in the UK DEI is much more subtle and many more times takes the form of "we favoured hiring this person because otherwise none of our trainees/vac schemers would belong to an X category of people". Also in the UK, the majority of US firms don't act in the same way as they do in the US in regard to DEI because historically it's the MC that feel the need to be more socially mobile etc....
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TCLA Vacation Scheme Applications Discussion Thread 2024-25
- Thread starter Jessica Booker
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Any PW pfo’s today? I’m waiting for the second storm
🇺🇸 How Trump’s DEI changes impact the UK
littlelaw.co.uk
All the information is here. You may get conflicting information on the forum.
I think in the UK it’s more something like “if X has A*AA from a state school and has been working part time during school to support their family, they might be more talented than Y, who got the same grades at an elite private school while doing nothing else.” At least for graduate entry jobs.
Whether this happens in practice is another matter
I think it’s more so for forming opinions and how it will affect UK rather than commercial awareness topic to discuss..
This could potentially be brought up in a commercial based interview. Just covering my bases.
Thanks🇺🇸 How Trump’s DEI changes impact the UK
All the information is here. You may get conflicting information on the forum.
yeah but it’s no secret that firms can see the number of people belonging to a certain diverse group to monitor their own DEI targets. They are just softer than what they had in the US but they still exist
I feel like your example is a bit strange because if someone did nothing other than getting top grades in uni, 100% the candidate who did something in addition to securing a high 2.1 would be the preferred candidate at the screening stage.
What used to be the case in the US is that, if recruiters saw a CV from the same law school, but one person identified as white and had 4.00 and the one person identified as something else and had like 3.75, the non-white person would receive the kind of boost almost comparable to 4.00. That’s basically the US affirmative action, and what you described would be very similar to that if the private school person also had part-time jobs during university
basically in my opinion what you described is more like social justice than DEI in its usual sense
Has anyone heard positively from HL recently, I applied nov did the test early dec and still haven't heard anything and the wait is getting hard now as its one of my last two apps that I am waiting to hear back from and feels like ages since anything has happened
I suspect there was one initial round of rejections and they are now looking through our applications before doing AC invites/further rejections.
I remember the BCLP graduate recruitment manager talked about this topic during the BCLP open day in relation to rare recruitment and how rare’s partner firms use contextual data. The original question she was asked was in relation to the USA DEI situation and how it would impact UK firms.
She used the example of average grades that schools get. If someone got AAB from a school that averaged DDD, they would be considered a stand out candidate compared to someone with AAB from a school that averaged AAB. If in addition to this, that same person was working part-time alongside studying, came from a low income background, etc. then this additional information would be factored in.
It also works the other way around. She explained that if someone went to a school that averaged AAB but came out with CCC, then that would be a major red flag for a recruiter reviewing the application. This also applies to university grades across every year of study. Some firms use this data to assess the attainment between private and state school students studying at the same universities.
She said that in the UK, information about your religion, race and ethnicity are anonymised to avoid any kind of discrimination in the screening process. I imagine in the US these things played a role in determining whether to offer a job or role, which would inevitably lead to some form of discrimination.
She used the example of average grades that schools get. If someone got AAB from a school that averaged DDD, they would be considered a stand out candidate compared to someone with AAB from a school that averaged AAB. If in addition to this, that same person was working part-time alongside studying, came from a low income background, etc. then this additional information would be factored in.
It also works the other way around. She explained that if someone went to a school that averaged AAB but came out with CCC, then that would be a major red flag for a recruiter reviewing the application. This also applies to university grades across every year of study. Some firms use this data to assess the attainment between private and state school students studying at the same universities.
She said that in the UK, information about your religion, race and ethnicity are anonymised to avoid any kind of discrimination in the screening process. I imagine in the US these things played a role in determining whether to offer a job or role, which would inevitably lead to some form of discrimination.
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Hiya @sc13
I did the video interview in 2023, so things may have changed slightly since then. At the time, the questions were a fairly even mix of commercial and competency-based ones. You can expect some commercial awareness questions that are directly relevant to the firm, alongside more general competency questions assessing your skills, experiences, and ability to work in a team.
To prepare effectively, it’s worth taking time to think about where Charles Russell Speechlys sits in the London legal market and what makes it unique compared to other firms. A key point to focus on is its combination of private client and commercial work, which is quite distinctive. I think your answers can really stand out if you carefully consider how these two broad areas interact. So think, for instance, about how high-net-worth individuals might also be business owners and how the firm’s expertise allows it to offer integrated advice across both personal and commercial matters. It would also be helpful to think about current market trends that could impact CRS and its clients. Overall, I think having a well-rounded view of the firm’s work and being able to discuss why this makes it appealing in a "commercially aware" way should help your answers stand out.
Best of luck with the interview and I hope it goes well!
I disagree. I was asked this in an interview last week. I was even asked about the firm's role and how it can ensure it is best equipped to tackle it... i.e., litigation. But the little law article is very informative and it tells you all you need to know. I read that the day before my interview because I saw a few people on the forum saying they too were asked!
no unfortunately ive been rocking in my chair with dread
Fieldfisher VS offer! They also said on the phone that the assessors were impressed and said I should’ve just applied for Direct TC so they’ve given me that option 😮
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