In a profession built on assessing risk, anticipating disputes and protecting best interests, a legal firm starting to offer internships to disabled graduates may be seen by some as a step into the unknown. Yet when Kevin Heath, Partner at Troutman Pepper Locke, encouraged the City of London law firm to do just that, the experience proved to be a revelation. Five years on, his advice to other employers is simple: when it comes to disability inclusion, don't overthink it.
Kevin’s interest in the Change 100 disabled internship programme was indirectly prompted by an established client who is a wheelchair user. Encouraged by her to join the Leasing Foundation’s EDI committee, and with his own family’s experience of disability, Kevin learned more about the lack of legal industry opportunities available to disabled people and the misconceptions behind employers’ hesitancy to recruit. Impressed by a Change 100 presentation by two lawyers with disabilities in 2022, he championed a partnership with Change 100, which has since seen four disabled graduates each complete internships annually. The latest intern has been recruited with a view to joining Troutman Pepper Locke in a permanent position.
“Our starting point was to raise awareness and give opportunities to an untapped pool of talented people, but we’ve gained so much more than that,” says Kevin. “Every year has been different and has taught us something new, but common anxieties around making adjustments simply haven’t materialised. For other employers agonising about this, I’d say don’t overthink it.”
The company’s first intern, Esther, is a wheelchair user who has since publicly promoted her positive internship [add hyperlink to Esther’s full case study]. Through Troutman Pepper Locke she discovered the little-known world of anti-money laundering (AML) compliance and is now thriving in a similar role.
“We are part of a global law firm but the London office is a size that means you quickly get to know everyone,” adds Kevin. “We host a coffee morning for each new intern to meet the office and I act as mentor. Each intern is placed in our AML compliance team, closely supervised by our UK Head of Risk and Compliance, Evelyn Fang, but is also given opportunities to become involved in the full range of legal work undertaken by us in the UK.
“With Change 100 on hand if needed, we ensure any simple adjustments are openly discussed and have regular check-ins and feedback mechanisms. The process has been smooth and we haven’t felt the need for more support. Change 100 takes the hard work out of the process by interviewing and selecting the candidates, and for our latest intern we specifically recruited with a longer term position in the AML team in mind. The quality of the candidates put forward by Change 100 has been consistently outstanding.”
Change 100 supports, develops and mentors disabled university students and graduates who are accepted annually onto its programme. Shortlisting candidates for each of its employer partners, it supports organisations to become more inclusive, accessible and innovative.
In an industry defined by deadlines and billable time, how does Kevin now see Troutman Pepper Locke’s continuing involvement?
“Making time for Change 100 is important and I’m very pleased to be involved with it. We’re supporting very able people into opportunities; it’s an ongoing success. I am particularly proud that our first intern, Esther, discovered that AML compliance was for her and has made it into a career.
“Partnering with Change 100 also reflects values seated in respect, empowerment and teamwork – all valuable assets in our industry. We have made like-minded contacts through the process. Involvement in this type of initiative speaks volumes for the type of organisation you are.”
