It’s time for law firms to diversify their employee wellbeing strategy

Whilst researching various law firms, I’ve consistently seen a promising emphasis being placed on improving the Diversity and Inclusion within firms. Many firms are transparently displaying their diversity statistics, whilst others are committed to dismantling the implicit bias that exists within the hiring process. From Senior Leader pledges to inclusive philosophies, it’s clear that the industry is moving toward a more diverse future. 

Of course, it’s long overdue to see more diversity within the legal sector but it does beg the question, are employers catering for the new found diverse needs of their employees? 

Charlie Jacobs, the former Senior Partner at Linklaters candidly acknowledged that the not-so-distant history of employee benefits was synonymous to lawyers ‘talking about football around a drinks table’. Clearly, this excluded many from the conversation and left company cultures marginalising numerous employees.

Whilst I’d like to think that the generally accepted standard of employee benefits may have moved on from what Charlie remembers, it’s evident that there is still a long way to go.

Why we need diversity in our wellbeing strategies 

Wellbeing is an inherently subjective concept. What benefits one individual, could be of no interest at all to another – gym memberships highlight this predicament perfectly. This variation in preference will naturally only widen as diversity increases within a workforce. 

Gone are the days where a fruit bowl and a ping-pong table will leave an employee feeling valued. Bicycle schemes and extra-curricular sports teams, whilst exist with the right intention, don’t cater for the wider needs of an organization. 

Employers must cater to the complex and diverse needs of each individual employee, especially if they expect to compete in the existing and magnifying the competition for talent. 

If workforces are becoming increasingly diverse in nature, it surely follows that the benefits offered will have to equal that diversity. It’s time for firms to marry their wellbeing strategy with the work that’s already happening within Diversity and Inclusion. It’s impossible to empower growing workforces with a one-size-fits all solution, and so it’s time for business leaders to look outside of the existing mould. 

What can employers do?

The subjective nature of wellbeing can certainly make this dilemma seem overwhelming. It’s near impossible for an HR team to cater for every individual employee’s complex requirements. 

Thankfully, BetterSpace recognises the subjective nature of employees’ needs and strives to work with leaders to create cultures driven by inclusivity and personalised choice. Our technology takes the work off an employer’s plate as we are turning the existing model on its head and putting the employee in the driving seat. 

The curated directory of over 500 resources gives the employee choice and autonomy in deciding the benefits that work for them. Individuals will receive personalised recommendations based on the 6 pillars of methodology, and will be empowered to pick the benefits that actually work for them.


BetterSpace is the employee wellbeing platform putting control where it belongs: in the hands of the individual employee. Our groundbreaking solution has been developed with medical and domain expertise and is aligned to our Six Pillars of Wellbeing. BetterSpace empowers your workforce to understand and fulfill their mental health needs. 

This approach has achieved engagement rates of 94%, compared to the average usage rate of 2-18% for Employee Assistance Programmes and 10-40% for points solutions.

Want to know more? Schedule a product demonstration with us today.

Workplace wellbeing insights