The second edition has been fully updated to take into account the pandemic and the adverse impact this has had on diversity and inclusion, along with other developments and includes new chapters on belief, ageism, mental health and intersectionality.

Foreword 7 I. Trans and non-binary inclusion in the legal workspace 9 Emma Cusdin Rachel Reese Global Butterflies 1. Introduction 9 2. Why does trans and non-binary inclusion matter? 11 4. What’s up with UK law? 17 5. Trans and non-binary inclusion around the world 21 6. First steps towards trans and non-binary inclusion 21 7. Recruitment and employment 22 8. A company’s ‘trans brand’ 24 9. Transition (or change of gender expression) in the workplace 25 10. Those troublesome toilets 28 11. Why allies matter 28 12. Questions you should never ask a trans or non-binary person (but which people frequently do) 29 13. Trans and non-binary inclusion under lockdown 30 14. Help and support 33 15. And finally … 33 II. Social mobility in law – where’s the equity and justice? 35 Muhammad Gangat Social Mobility Business Partnership Hogan Lovells 1. Social mobility in the United Kingdom – a crisis? 35 2. Social mobility and law – an inspired relationship? 36 3. The current state of affairs – a desperate need to level up 39 4. What more can be done? . 40 5. Conclusion 47 III. “Hidden and in the profession”: disability in the workplace 49 Jodiann Gayle Legalnable 1. Introduction 49 2. Definition of ‘disability’ 49 3. Disclosing your disability 51 4. Recommendations 57 IV. Race and ethnicity – everyone has a story 63 Gian Power TLC Lions 1. My story 63 2. Rebuilding myself 65 3. Cultural differences in the workplace 66 4. Creating inclusive and empathetic workplaces 67 5. Cultural transformation through storytelling 69 V. Women in the law 71 Catherine McGregor Catherine McGregor Research 1. Introduction 71 2. Changing demographics 72 3. Strategic imperatives 72 4. How we work 75 5. Breaking the glass ceiling 81 6. Intersectionality 87 7. #MeToo and Time’s Up 90 8. The power of the client 92 9. Conclusion 94 VI. Belief 97 Peter Mansfield Reynolds Porter Chamberlain LLP 1. Belief 97 2. Belief and business 99 3. Belief and origins 102 4. Belief and identity 106 5. Belief and community 107 6. Belief and praxis 110 7. Belief and the law 111 8. Belief and conflict 113 9. Belief and secularism 114 10.Belief and policies 115 11. Afterword 117 VII. “Age is but a number”: ensuring that multi-generational working adds up for the legal industry 119 Dana Denis-Smith Laura Vosper Obelisk Support 1. Introduction 119 2. Starting out – challenges for young talent 120 3. Future thinking for future lawyers 121 4. The juggle is real – managing family and work life 124 5. Practical solutions to practical problems 125 6. Over and out – why does the legal industry write off older talent? 127 7. Rethinking work for older professionals 129 8. Is there a role for the profession in attacking ageism more widely? 130 9. Conclusions 130 VIII. At a crossroads with intersectionality 133 Rachel Pears Reynolds Porter Chamberlain LLP 1. Introduction 133 2. A potted (and by no means complete) history 134 3. Legally speaking: the rise and fall of Section 14 139 4. The common siloed approach – should this still be the direction of D&I travel? 142 5. How we can individually and collectively take a more ‘intersectional’ approach 145 IX. Mental health and wellbeing in the legal community 149 Elizabeth Rimmer LawCare 1. What do we mean by ‘mental health’? 149 2. A perfect storm 151 3. Healthy justice needs healthy lawyers 153 4. About LawCare – our vision 154 5. Fit for Law 156 6. The post-pandemic legal environment 157 7. Building a better culture in legal workplaces 158 8. Reframe the narrative 160 About the authors 162 About Globe Law and Business 168 About The Centre for Legal Leadership 169