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5.2 Attorneys

With more black and female candidate attorneys being appointed
at member fi rms, fi rms are now confronted with the challenge of
constructing enabling environments for retention, fast-tracking of
candidates, mentorship, training, personal growth support and
competitive remuneration structures to further grow the number of
black and female attorneys at fi rms.

Despite appointments of black attorneys being lower than the intake
percentage of candidate attorneys due to nurturing processes at fi rms
requiring time to mature, the numbers have nevertheless escalated
35% of attorneys from 2015, with an average of 32.5% black attorney appointments
of all attorney appointments made in the Group in 2016, exceeding
appointed in the the Group target of 25% black attorney appointments. Of all attorney
appointments, 16.3% were black female attorney appointments, with
Group during 2017 the total female attorney appointments across all races standing
at nearly 60% in 2016, providing further strong evidence of gender
were black attorneys, transformation taking place in the Group.

with numbers set to In 2017, the percentage of black attorney appointments in the Group
increased to 35% with black female appointments standing at 24%
increase further in and the overall female attorney appointment percentage in the
Group standing at 67.4% of all attorneys appointed at Group fi rms.
2018 It is anticipated that in 2018 these numbers will also increase as Group

programmes for mentorship, development and training implemented
at Group fi rms yield results and enable fi rms to increase their
appointment and retention of young black and female attorneys.

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