Corporate Social Responsibility
Commitment is in Lexence’s DNA. But our commitment extends beyond practising our profession. We are convinced that our firm can only thrive and grow by the grace of the society in which we operate. That’s why for years we have been working increasingly to develop policy in the area of Corporate Social Responsibility (CSR). All our employees are actively involved in this and the initiatives we have developed to date include, for example, non-profit and pro bono work, advising and working with charities, and education and personal development.
Sustainable business practices are an essential part of our vision. Lexence has a progressive mobility plan that promotes the use of public transport and bicycles across its workforce. We also strive to reduce waste and reuse products. Our catering and cleaning teams only use Fairtrade and environmentally friendly products, and we work with local suppliers where possible.
Lexence is situated within Infinity, a progressive building in terms of sustainability thanks to its double façade and special systems. The indoor climate is protected from the heat of the sun by thermal screens (in the form of cloth and slats), which reduces the need for cooling in summer. In winter, the cold is kept at bay, reducing the need for heating. An innovative system of underground water storage system provides the energy required for heating and cooling the building.
The success of our organisation depends entirely on the quality of our people and the diversity within our teams. An inclusive work environment – with room for both visible (gender, age and ethnicity) and invisible differences (personality, work experience, sexuality and gender identity) – is essential to this. Creating this kind of climate is a step-by-step process that starts with creating awareness.
Awareness: In early 2021, we launched a series of company-wide workshops called Managing Unconscious Bias to raise awareness of this issue and how it can impact our actions and the choices we make. In 2022, we will we holding DE&I lunch sessions where we’ll be taking a deep dive into a DE&I-related topic based on the recommendation of an expert.
Diversity is not a goal of Lexence’s recruitment endeavours. Our aim is to find the best fit for the job, the team, and the company. To prevent possible blind spots and unconscious biases, we apply the four-eye principle at all stages of the process.
In recent years, we have devoted a great deal of attention to achieving a more balanced gender ratio within Lexence, with positive results. The share of women in our firm has risen from 46% in 2016 to 50% in 2020. And at partner level, it has grown from 5% to 12% in the same period. We have achieved this by committing to the ‘Talent to the Top’ charter and through intensive training and coaching. An example of this is the Female Leadership training, which is aimed at empowering our current and future female leaders to take control of their careers in an authentic way.
We use the Myers Briggs Type Indicator (MBTI) across the firm. This is a psychometric instrument used worldwide for personal development and to teach workplaces to embrace diversity in personality types as well.
We aim to increase cultural awareness and sensitivity by organising ‘multicultural in-house days’ and bias training as well as working with organisations such as Young Global People. For 15 years, this organisation has acted as a bridge between highly educated multicultural talent and the business community and government.