One of the most notable after-effects of the COVID-19 pandemic is the impact it has had on the way we work. Gone are days of predominantly office-based roles with occasional at-home working – during the pandemic, law firms found myriad ways to keep ‘business as usual’ in an all-remote environment. Fast-forward to 2023 and all law firms have embraced some state of hybrid working culture which presents a further challenge: how to combine the flexibility of remote working with the benefits of bringing people back together in person.

Culture in Law Firms examines how this rapid shift has affected law firms, explores post-pandemic law firm management trends, and explains how law firm leaders can cultivate strong bonds within the firm and with clients, as well as retain and engage top talent. Crucial to all this is the integration of effective diversity, equity and inclusion (DE&I), wellbeing and engagement strategies.

This Special Report looks at the lessons learned during the pandemic and how they can help refine law firm management approaches to:

• Culture: Just as law firms tried to build a sense of culture during all-remote work, they continue to grapple with evolving strategies to foster a dynamic hybrid environment. Relationship- and firm-building are critical to this and the authors explore how many firms, as part of the ‘return-to-office’ pitch, have sought to articulate (i) what’s unique about their workplace; and (ii) how some level of in-person work is essential to forging strong relationships between colleagues and clients
• DE&I: The authors explore to what extent firms are developing their return-to-office diversity and inclusion strategies and how this is underpinned by increased productivity and engagement from staff who are adequately equipped to balance work responsibilities with, for example, parenting, caring for older relatives or personal needs
• Wellbeing: A true sense of inclusion and belonging is intrinsically linked with a sense of wellbeing, and the pandemic significantly increased awareness of the importance of employees’ physical and mental health. The need for workplaces to embrace and support employee wellbeing is considered in this report, and a spotlight is shone on current best practices for advancing wellbeing in a high-intensity law firm environment

Culture in Law Firms offers unique insights and expert guidance for senior law firm management (including managing partners, chairs, executive committee members, c-suite professionals and HR departments) as they navigate the ‘new normal’ to develop robust strategies for the hybrid workplace and beyond.

 Contents:

Introduction
The value of culture (retention, productivity, business case)
The six elements of law firm culture
The role of culture in changing work environments
Section 1: Leadership and communication
Chapter 1: What it is and why it matters
Chapter 2: Best practices
Chapter 3: Implications in remote and hybrid work environments
Chapter 4: Guest chapter
Chapter 5: Implementation and change management
Chapter 6: Key takeaways
Section 2: Talent development
Chapter 7: What it is and why it matters
Chapter 8: Best practices
Chapter 9: Implications in remote and hybrid work environments
Culture in Law Firms
Chapter 10: Guest chapter
Chapter 11: Implementation and change management
Chapter 12: Key takeaways
Section 3: Recruiting and onboarding
Chapter 13: What it is and why it matters
Chapter 14: Best practices
Chapter 15: Implications in remote and hybrid work environments
Chapter 16: Guest chapter
Chapter 17: Implementation and change management
Chapter 18: Key takeaways
Section 4: Relationships, engagement and collegiality
Chapter 19: What it is and why it matters
Chapter 20: Best practices
Chapter 21: Implications in remote and hybrid work environments
Chapter 22: Guest chapter
Chapter 23: Implementation and change management
Chapter 24: Key takeaways
Section 5: Diversity, inclusion and belonging
Chapter 25: What it is and why it matters
Chapter 26: Best practices
Chapter 27: Implications in remote and hybrid work environments
Chapter 28: Guest chapter
Chapter 29: Implementation and change management
Chapter 30: Key takeaways
Section 6: Wellness and work-life balance
Chapter 31: What it is and why it matters
Chapter 32: Best practices
Chapter 33: Implications in remote and hybrid work environments
Chapter 34: Guest chapter
Chapter 35: Implementation and change management
Chapter 36: Key takeaways
Conclusion
Change management considerations in implementing cultural change
Key characteristics of law firms with excellent culture
Practical next steps for firms seeking to enhance culture