I agree, and just to add there are differences at a statutory level.Thanks, I will take your commentary as building on my previous post because I don't think you've said anything inconsistent with it (unless you think otherwise).
Now, if we want do to discuss what the US DEI experience means for the UK, I think there are two main points to consider (I will assume that my readers are well familiar with the history of DEI in the US). The following is my opinion only.
1. First, the practical/legal impact on recruitment in the UK by US firms, across law, banking, etc.. The US experience will not change the DEI situation in UK graduate recruitment in any meaningful way. This is because it has never been formalised to the extent that it has been in the US in the recruitment/admissions process itself (I'm not talking about Equality Act or anything like that here). The only way the changes in US domestic policies can impact the UK is through the voluntary self-censure of US firms in the UK (suddenly they start talking about DEI much less across all their global offices because they fear action from Trump administration). OR through antitrust enforcement or some other enforcement in the US. However, I believe that the latter is almost impossible because anything like that would not be enforceable in the UK.
2. Will the current American situation change the terms of how the DEI conversation has been playing out in the UK, particularly at US law firms in London? Yes and No. Even if they remove DEI from their websites, I cannot see graduate recruiters in the UK suddenly changing their own beliefs to abide by any law/directive that Trump administration adopts in the US. This is just silly. Of course, there are partner-level appointments, which are usually done by the US main office directly, which means that at that level, yes, DEI will cease to be part of the conversation. But just for as long as Trump's anti-DEI orders are in force. The same probably goes for some of the affinity groups at the associate level but I really doubt they are gonna be dislodged either in the UK or the US.
In particular, s 1(1)(f) of the Legal Services Act 2007 has the objective of "encouraging an independent, strong, diverse and effective legal profession".
The SRA was created under the LSA, so it's absolutely woven into the SRA's DNA, and hence the profession as a whole. In addition, DEI policies can help firms avoid discrimination claims under UK law.
I'd add, incidentally, that I don't think graduate recruiters necessarily are very committed to any apparent beliefs: for example, a "well-being ambassador" and HR director at CMS was fired this week after posting "I hate Islam" and similar comments on Twitter. I'm sure he expressed his commitment to diversity in his day job, whereas in reality he (not-so) secretly despised it!
Fundamentally law firms want to make as much money as possible, and the extent to which pro bono, DEI, etc. are there to meet regulatory requirements/improve their brand image, as distinct from something they genuinely believe in, is difficult to prove with any certainty. However, for every Dan Neidle, who has retired from his 7-digit partner role to do something he believes in, there are 500 more partners who keep going 'til retirement, so my money is always on "it's all about the money". And with that said, there doesn't seem to be any money in conspicuously disavowing DEI as a law firm in the UK, and plenty of money in continuing to profess your commitment to it.
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