The ALICE Lawyers Summit 2016 will take place in Cologne on November 19th, a unique event in Germany on the topics of LGBTI, diversity, law and careers. The law firm Freshfields Bruckhaus Deringer is also there. Dr. Klaus-Stefan Hohenstatt, partner in the area of labor law, talks in an interview about the changes in his industry and why companies that value employee diversity - from origin to sexual orientation - are more successful in the long term.
UNIGLOBALE: Dr. Hohenstatt, let's start with a cliché: law firms are conservative and have nothing to do with diversity. Would you agree with this from your own experience or are the robes becoming more “colorful”?
Klaus-Stefan Hohenstatt: It's true: things are different in a law firm than in a theater company or an advertising agency. But lawyers are generally freedom-loving and liberal people. One can now assume that there is an LGBT-friendly and open-minded climate, at least among internationally active law firms. The progress cannot be overlooked!
Does it also play a role that clients are increasingly asking about diversity programs as a prerequisite for a mandate?
Some of our clients have very large and active LGBT+ networks, especially banks and insurance companies, but increasingly also industrial companies. In Germany it does not happen as often that service providers have to give an account of their attitude to diversity, as is often the case in the UK and the USA. At Freshfields, we are already noticing that our great commitment to LGBT+ is overwhelmingly viewed very positively by clients.
What is the significance of instruments such as the “Stonewall Top 100” index, a ranking that evaluates companies with regard to LGBT equality?
The index is very popular in the UK. A great idea! Almost all companies want to be represented in the top 100 and make every effort to meet the many criteria that Stonewall sets out for this. This creates the right awareness. It's no longer about having “no problem” with LGBT+, but rather about proving that you are positively committed to diversity.
♦ ♦ LGBTI, law and career are topics close to your heart? Are you studying law or are you already finished and looking for an open and proud first employer? Then you shouldn't miss the ALICE Lawyers' Summit on November 19, 2016 in Cologne. Free tickets are available here . ♦ ♦
Why would law firms do well to be open and rely on a diverse workforce? Are they perhaps more economically successful as a result?
Variety and diversity are actually in the companies’ own interest. Mixed teams based on gender distribution, origin, sexual orientation and disability create an atmosphere that is more collegial. Those who can openly be themselves are more productive. By the way: Good employees and managers are becoming increasingly scarce - why should successful companies isolate themselves from such a large and creative group like the LGBT+?
You yourself are active in the LGBT network “Halo” at Freshfields. What role do such networks play? What do you do?
“Halo” means “halo” and alludes to our company logo – the archangel Gabriel from the Freshfields family coat of arms. “Halo” is the LGBT network at Freshfields with around 100 members. We meet regularly to plan joint activities, support the company in its diversity efforts, support recruitment for Freshfields - and simply as a social platform where we feel comfortable. Additionally, we have an even larger network of supporters – Friends of LGBT+ – who we at Freshfields call “Halo Champions”. These are over 130 lawyers and business services worldwide who support us in our activities and ensure that openness and diversity are practiced throughout the entire company.
Is the topic of diversity only an issue in large law firms (with a US background)? What does this look like in small and medium-sized law firms?
A proper diversity program requires a certain size. Of course, diversity also exists in small companies - but the systematic promotion of this topic currently takes place almost only in international and larger companies, which also benefit from the fact that they are influenced by the USA and the UK, where LGBT+ networks have been around for a long time are self-evident.
Have you ever experienced discrimination yourself – both as a law student and now as a partner?
In my own environment I have had almost exclusively very positive experiences. There was never any discrimination in the sense of conscious disadvantage. The more open and self-confident you live, the easier it is for those around you to deal with it positively.
What advice would you give to a young gay law graduate who is about to start his first job: Come out – yes or no? If yes: how and when best?
I would be as relaxed as possible. There's no reason to talk about this when you're hired or on the first day unless it happens by chance. But my advice would be to look for a good opportunity early on to touch on the topic and give those around you a little insight into your own private life. Just mention what you experienced with your partner at the weekend or that you live together. Then things will be clear - this will serve everyone.
Do you sometimes wish that you didn't have to think about things like this anymore and that you didn't have to do an interview about them anymore? After all, what does sexual orientation have to do with the ability to be a good lawyer?
I couldn't agree more!
“The progress cannot be overlooked!” says Dr. Klaus-Stefan Hohenstatt on the topic of diversity in law.
