Page 10 - Transformation Report 2018/2019

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5. BLACK AND FEMALE APPOINTMENTS

5.1 Recruiting Candidate Attorneys

Year-on-year Developing black and female professionals that can mature to
more than become future attorneys and directors, starts with the recruitment
60% black of competent candidate attorneys. For small and medium-sized
candidate firms, the option of lateral hires is limited, making the internal
attorneys development and retention of suitable candidates the most viable
have been and successful long-term option for most firms.
appointed in
the Group Recognising the importance of the graduate recruitment process
and the need to identify competent young professionals, the Group
recognised the need to increase the drawing and retention power
of member firms and to position member firms as the employer of
choice for candidates. This has resulted in a number of initiatives to
grow awareness and to position member firms as eligible career
choices for graduate law students across South Africa.

The most important of these initiatives has been to actively grow the
visibility of member firms at Law Faculties nationally and to change
graduates’ perception of small and medium member firms to
that of being seen as attractive career choices. To achieve these
goals the Group annually conducts extensive graduate recruitment
campaigns and initiatives at South African universities with one
goal in mind – to attract the best graduate candidates to apply at
member firms.

Group Transformation Report for 2018/19