Clifford Chance (CC) is set to bring in a series of flexible working initiatives aimed at retaining female staff as the City giant moves to ramp up the proportion of women in its partnership.
The magic circle firm today (30 January) announced a shake-up of its maternity policies as part of its application to a new Government-backed kitemark for employers showing a commitment to reducing the gender pay gap.
The move, which came after CC last year called in specialist consultants Talking Talent, is set to launch a new maternity package.
Under the new scheme, staff that have claimed maternity pay and returned to work will only have to repay their salary if they leave within six months of returning to work - down from a period of 12 months under the old system.
The firm has also integrated two separate maternity schemes that it had previously operated for junior and senior staff to give all staff with more than 12 months of employment the same rights.
The measures, which will be introduced in April, will also see the firm introduce maternity specialists in the human resources department and maternity counselling, including careers advice, before during and after leave.
CC is also currently drawing up options to create an alternative to partnership for all lawyers, which is expected to include flexible working.
The package of measures has helped CC become one of the first law firms to win accreditation under the Exemplar Employers scheme, an initiative supported by the minister for women Ruth Kelly that has been awarded to 105 UK companies.
The initiative, which comes after CC’s arch rival Allen & Overy last year introduced a package of well-received measures to bolster flexible working, will be closely watched by City rivals at a time when London firms are moving to retain female lawyers.
In its application for the kitemark, CC says: “The age profile of women taking maternity leave at CC (91% are 30 to 41) coincides with the time they might be considered for partnership. If we get our package and supporting mechanisms right this may help us retain and better support talented women.”
Talkback: Are top City firms doing enough to support and retain working parents?