VWV aims to provide a healthy and safe working environment as well as equal opportunities for all staff members.
During the COVID-19 pandemic, the firm developed a workplace health plan to ensure everyone’s ongoing safety in the context of constantly evolving circumstances.
VWV has a 'mental health at work' plan to promote wellbeing for everyone. Highlights of our many initiatives include:
At VWV, we recognise the importance of staff diversity, and aim to provide a workplace where everyone feels welcome and that is free from harassment.
We promote equal opportunities for everyone and strive to provide industry leading training and development opportunities to all of our employees.
Key features of the firm’s diversity policy are the prohibition of discrimination relating to:
VWV is an equal opportunities employer. In order to assess the effectiveness of our approach, we regularly monitor diversity in the firm. Results of our diversity surveys can be found here.
We have also developed ENGAGE, an employee-led platform which promotes and celebrates diversity and inclusion at VWV. It provides opportunity for staff to connect and support colleagues, unlock talent and celebrate differences. VWV's initiatives have included speed mentoring for International Women's Day, celebrating inspirational men and women at VWV as part of International Women's Day and International Men's Day, and having our first event with an external speaker Jen Reid, to celebrate Black History Month.
The firm is also supportive of families with children, and runs a Parents Network group to support staff with parenting responsibilities. Regular informal drop-in sessions are complemented by talks on topics such as balancing family and work responsibilities.
VWV has created a network of Bristol law firms working to develop strong links with local schools as part of our commitment to broadening access to the legal professions. Summer 2022 saw a hugely successful week of events by six firms hosting Year 10 students to introduce them to careers within law firms.
In 2022 we made a commitment and investment to attract more diverse talent to the firm by partnering with Aspiring Solicitors.
Aspiring Solicitors was founded in 2013 with the primary aim of increasing diversity within the legal profession. They work closely with law firms to provide opportunities for aspiring solicitors from diverse backgrounds. Since 2014, through coaching and mentoring Apiring Solicitors members have secured over 4000 training contracts and vacation schemes.
A number of our employees are Aspiring Solicitors Professional Ambassadors, their role is to advise and support AS members to help overcome barriers into the profession. See our current Professional Ambassadors at VWV.
VWV achieved its Investors In People accreditation in 1996 and has maintained it since, being assessed every three years. Investors in People is the global people management benchmark.
In October 2022, VWV was awarded the 'We Invest in People' Award at Gold level. This demonstrates the continuous improvement which has taken place in the last three years, along with our dedication and commitment to developing good people strategies.
Central to VWV's high quality service is its commitment to developing its staff to reach their full potential. From webinars on the latest legal developments, to hands on training on new IT systems, or seminars on a range of personal and professional skills, the firm develops structured plans for each individual, all supplemented by mentoring and coaching.
At VWV, we are committed to treating all of our staff equally. This includes opportunities for reward, recognition and support for career progression.
Whilst the firm has robust policies and procedures in place to achieve equal pay, we recognise there is a gender pay gap, as set out in our annual reporting.
We are aware that part of the pay gap exists due to the higher proportion of female staff in business services and secretarial roles, compared to the proportion in qualified solicitor roles which attract a higher level of pay.
VWV is committed to monitoring and understanding the noted gender pay gap and actively looks for ways to narrow it where possible. For example, detailed analysis of career progression metrics has strengthened our focus on ensuring career development for mothers in our workforce.
VWV supports women experiencing menopause related symptoms in the workplace, and is committed to becoming a menopause friendly firm. The firm has: