Womble Bond Dickinson’s (WBD) Disability Network, achieving Disability Confident Leader accreditation in 2024, is a UK-wide group supporting disability awareness and inclusion. Engaging initiatives, recruitment process overhauls, firmwide training, and accessible resources have led to increased disability disclosure, engagement, and client satisfaction, marking WBD as a legal sector leader in disability inclusion, with the Network’s efforts being widely recognised for fostering a diverse and inclusive workplace and society. Over the past year in particular, the Network has undertaken a sustained and overarching Neurodiversity Inclusion Initiative, as 1 in 5 people in the UK are neurodivergent (including autism, ADHD, dyslexia, dyspraxia and Tourette’s).
This past year, our Network, which spans WBD’s eight UK offices, has made significant strides in promoting diversity, equity and inclusion, particularly in neuroinclusion. Our efforts have made our people feel increasingly included and welcome. This is evidenced by the percentage of our people disclosing that they have a disability or long term condition leaping from 9.2% in 2022 to 10.5% in 2023.
WBD’s Disability Network, together with a dedicated working group it assembled, achieved Disability Confident Leader accreditation in March 2024 – a prestigious accreditation (achievable only after rigorous independent assessment of our disability and neurodiversity inclusion measures), which only 4 other UK law firms hold. This was the result of over 18 months work, overhauling our processes and policies and introducing significant changes to embed a culture of disability and neurodiversity inclusion.
In May 2024, WBD joined the Hidden Disabilities Sunflower initiative (one of only 4 UK law firms to do so), dedicated to highlighting that some disabilities and neurodiversity may not be immediately apparent. The green Sunflower symbol is a discreet indicator that the wearer may require additional support, understanding, or patience. There is also a white Sunflower for allies. The Network rolled out firmwide training and offering sunflower lanyards, badges and bracelets to our people.
Another key neurodiversity date for the Network this year was Neurodiversity Celebration Week, marking this date for the second year running in March 2024. We displayed ADHD Foundation Umbrellas in each office as part of a national project – our multi-coloured umbrellas highlighted that all minds are unique and that not all disabilities are visible, openly supporting and embracing those who think differently, and recognising the many talents and strengths of people who are neurodivergent.
Emily Cox, a member of the Network’s Steering Group, has openly shared her experience of neurodivergence, and has subsequently been contacted by people around the UK and even in the US and Junior Lawyer events to speak about and present on neurodiversity. And WBD has spoken in a number of other external events, including on Autism in the Workplace for university graduates.
The Network also launched an extensive Neurodiversity Toolkit which sets out information, tips and practical guidance for those who are neurodivergent as well as for those who line manage or want to support those who are neurodivergent.
Firmwide training on Managing and Supporting Neurodiverse colleagues was also provided.
The Network has also created and distributed Sensory Kits internally. The Sensory Kits contain liquid timer, squishy ball, acupressure rings, infinity cube, infinity loop and Theraputty.
Mini Sensory Kits have also been created and offered externally for clients and recruitment candidates. These are designed to be small and discreet, fitting into your hand or pocket, and containing an acupressure ring, ear plugs, and marble fidget item.
The Network has instigated and helped publish our Reasonable Adjustments policy and Reasonable Adjustments Passport scheme, which has benefited our neurodivergent colleagues.
We have updated our website to contain comprehensive accessibility information about each office to help visitors find us more easily and know what to expect – such as What3Words locations and directions on arrival.
We share disability and neurodiversity insights with recruitment assessors, including around eye contact. We have reviewed our job adverts to make them even more disability inclusive. We have embedded the disability guaranteed interview scheme, and added an accessibility tool on recruitment webpages. We ask candidates about their life experience, not work experience. We provide assessment materials in different formats and interview questions in advance, which particularly helps neurodivergent candidates.
Our office-wide DEI libraries were recently restocked with disability and neurodiversity books, with the neurodiversity books being particularly in demand.