Hiring for inclusion without the token shortlist

Many legal employers now ask for diverse shortlists. Good. Incomplete, if interview panels, criteria and feedback still favour a narrow archetype.

We push clients to define success criteria before seeing CVs, to use structured interview questions, and to separate "culture fit" (often affinity bias) from "culture add".

Our job is to widen the top of the funnel and challenge assumptions when strong people get screened out for the wrong reasons: non-linear careers, career breaks, or less familiar firm brands.

Inclusion is not a campaign. It is a series of disciplined process choices. Happy to help you design them.