its core is a key ambition for global law firm and AMS client Freshfields . Annette Byron , Partner Sponsor for Social Mobility , describes its Freshfields Stephen Lawrence Scholarship Scheme , designed to enhance representation and social mobility in large commercial law firms .
The Freshfields Stephen Lawrence Scholarship Scheme was devised to address the disproportionate under-representation of black men , from less socially mobile backgrounds , in commercial law and other careers in the City of London . It ’ s a UK-wide initiative aimed at exceptionally talented first-year students at UK universities who are studying law – and , at a small number of institutions , other courses too .
We launched the scheme in memory of Stephen Lawrence in 2013 , working with Baroness Lawrence of Clarendon OBE . With 2020 marking its eighth year , we have assessed more than 480 candidates and offered 82 scholarships . The 2020 cohort of 13 scholars was selected in October 2020 , and members began scholarship activities the following month .
The new scholars gain access to a bespoke 15-month development programme which includes a variety of skills workshops , commercial awareness , networking , mentoring and careers advice . They also take part in work shadowing at Freshfields and receive a guaranteed interview for a training contract as well as a contribution towards study-related costs . This year , due to the COVID-19 pandemic , the bursary has been enhanced by a contribution to digital- and remote-learning costs .
Driving outcomes through trust
Scholars are put at the core of their activities ; the impact is greater because programmes are co-created with them , incorporating bespoke conversations and high-quality , tailored content . Participants determine the timings of meetings and work experience within the context of the financial and other pressures they face . Mentoring may be as much about coaching individuals through significant life issues as it is about career development , but pastoral conversations only happen where there is trust .
The scholars drive their personal outcomes , in law and beyond . Not all are at recruitment stage yet , but the majority of 2013- 2019 participants have won roles at large commercial law firms , including Freshfields , investment banks , barristers ’ chambers and the Civil Service Fast Stream , or have been accepted on Master ’ s or Bar-qualification programmes .
The challenge of broadening representation can only be met if businesses action thoughtful change and put in the hard work
The experience of candidates who are not awarded scholarships is also important to us : the combination of attending the insights meeting , the assessment-centre experience , and subsequent feedback and coaching – with all travel paid – is designed to set up all participants for success .
The challenge of broadening representation can only be met if businesses action thoughtful change and put in the hard work . For example , under most circumstances , organisational brand is of huge value when it comes to attracting candidates . But for those from non-traditional backgrounds , an invitation to experience life at a top City institution can feel like a journey to another planet . We try to find solutions to engage with those who ‘ self-select away ’.
Building a culture of inclusion
We are building a culture with inclusion – of everyone – at its core . Inclusion doesn ’ t become mainstream and minds won ’ t be opened by outsourcing our scheme activities to others ; the resource comes from volunteers at Freshfields and other participating organisations . Members of our global Black Affinity Network regularly showcase their skills . By creating links across our firm and the City , we are creating an ecosystem that will enable our scholars to thrive – now and in the future .
Potential does not always translate into top academic results , so a re-examination of how merit is evidenced and innovative ways to identify those with potential ( rather than polish ) are required . This is why there are no minimum-grade requirements for our scheme .
Applications are made by a range of Russell Group and non-Russell Group universities on behalf of exceptionally talented , demographically eligible students , with candidates submitting a two-minute supporting video . Higher education isn ’ t the only route into a career in law , but this collaborative conversation with universities , and the other like-minded organisations involved , adds to the impact of the scheme .
Boosting opportunity in times of crisis
Last year , in view of COVID-19 , our annual two-day assessment centre at Freshfields in London was reimagined into five assessment centres ( part virtual , part in-person ) at our London and Manchester offices , with a further option for students who preferred an entirely virtual experience .
This is a time when less-privileged candidates are facing greater challenges than ever . The pandemic has disproportionately affected black and minority ethnic communities ; a lack of tech or of a suitable location in which to study – or of headspace to concentrate – can be huge barriers . It feels especially important and urgent that we bring together this group of talented individuals and give them a sense of community and the best possible opportunities .
Not only is addressing representation the right thing to do , but the business case is clear : diverse opinions lead to better decisions , and there ’ s competitive edge from reaching and retaining a broad talent pool . Above all , we are proud to be working with such exceptional students . We continue to look forward to what we will learn from them , as we hope they learn from us .