James McBride

When I first became involved in our network over four years ago, our PACT (Parents & Carers Together) Network was in its infancy. In the years since, as a member, committee member, Scotland lead and UK co-chair, I have had the privilege of watching the network expand – both in size and impact.

Our policies on emergency caring leave and parental leave developed, as did our understanding that PACT’s objectives were not separate from the firm’s strategy. Our events became more ambitious – speakers have included former British cycling Olympic gold medallist Dame Laura Kenny and leading UK children’s mental health advocate Nova Eden – whilst keeping a local focus. No topic has been off the table: misconceptions have been challenged, and colleagues’ own experiences have brought us together.

Our UK committee grew to 12 employees of all levels, supported by partner sponsors, and our membership grew to 300 members. Our firm has won a number of awards for our work in this area, including becoming ‘Carer Confident’ with Carers UK and, most recently in June, being recognised as ‘Best for Fathers’ by Working Families. It was interesting to hear the judges point to a 35% uptake of parental leave by men, and a rise in average leave length from six weeks to twenty weeks in just two years.

We started with the work that was necessary and, as a community, came to realise what was possible. What comes next is something that might once have been viewed as impossible.

I am pleased to share that we are connecting this work globally. Following a period of consultation, Clyde & Co is launching its Global ERGs (employee resource groups), taking the work of inspirational colleagues in each geographical jurisdiction and connecting it across borders. Parents & Carers is one of several global ERGs being launched across the firm, alongside networks focused on areas including faith, gender equality, LGBTQIA+ inclusion, mental wellbeing, disability, neurodiversity & accessibility and culture & heritage.

It is a privilege to take on the role of global co-chair of the Global Parents & Carers ERG alongside my colleague, Lindie Janse van Rensburg, of our Johannesburg office. Our sponsors are Christopher Leadbetter and Gabriel Archambault in our London and Montreal offices respectively. On a personal level, it is brilliant to have our Scottish offices represented at this level.

We acutely recognise the geographical disparity in support for parents and carers, influenced by geopolitical factors and variations in the employment law landscape. There are logistical hurdles to be overcome, not least the various time zones and languages. However, Clyde & Co is united in purpose in creating a global community not only for its parents and carers, but also for a number of other key focus groups. By building communities that empower each of us to attain our full potential at work, we can continue our work to uphold and promote each other’s dignity, rights and responsibilities.

In our ERG, we’ve identified key topics following our initial consultations, including miscarriage, post-natal depression, post-maternity/paternity leave support, carers’ mental health, carers’ leave and local support groups. Our vision encapsulates the firm value of ‘acting boldly’ not only internally but externally. Our clients value who we are, alongside our commitment to legal excellence. As we expand, our agreed strategy pillars will focus on local issues, building understanding and ensuring all of our external stakeholders are engaged and have an integral part in our projects.

We look forward to sharing our new global journey with you in the months and years ahead. However, the wider point is not really about one firm’s new global structure. Scotland’s legal sector has an array of professionals at all levels who quietly manage a caseload around hospital appointments, school runs, personal care schedules or unforeseen changes in the health of those important to them. Across the board, colleagues often struggle to self-identify as a ‘carer’ or feel reluctant to be candid about their responsibilities to avoid being overlooked in their career progression.

Retaining and supporting this talent, in a workforce increasingly on the move, has never been more vital.

These discussions do not have to be avoided or be heavy in nature. Instead, engaging with these matters adds real value to a firm’s performance. The firms that get this right will not be the ones who simply have well-drafted policies; they will be the ones that listen, identify gaps and can evidence that their day-to-day practice and perspectives emulate their vision. If your firm is beginning this work – or if you have examples of good practice to share with us – I would be glad to hear from you.

James McBride is an associate at Clyde & Co Edinburgh & Glasgow