According to research by the International Bar Association (IBA) Professional Wellbeing Commission there remains a lack of understanding in law firms of the importance of addressing workplace wellbeing challenges. Highlighted was a deficiency in appropriate and effective engagement in the promotion and support for positive mental health and wellbeing.
According to the findings in Workplace Wellbeing Survey 2024 Analysis and Discussion ('the Report'), many law firms find it difficult to create an effective and proactive policy that can prevent wellbeing issues from arising. It is further emphasised in the Report that line managers are crucial to supporting workplace mental health and wellbeing, yet they currently lack the recognition, support and training necessary to fulfil this role effectively.
The Report's principal drafters are Professional Wellbeing Commission members, Chris Owen and Dr Emma Jones.
Mr Owen commented: 'A growing body of research evidence points to the strong links between employee wellbeing and key business outcomes such as recruitment, retention and performance. The Report demonstrates that what people think are the drivers of workplace wellbeing, such as compensation, are not what are most predictive of wellbeing. Critical amongst these drivers are a strong sense of trust, inclusion and belonging. Achieving this is to a large part dependent on the quality and effectiveness of managerial support and their willingness to proactively engage with individuals within the team or group. It is only with this proactive level of engagement that many of these individuals are willing to vocalise their need for help and support.'
Dr Jones said: 'The Report's findings emphasise the important role of individuals who have managerial responsibilities in law firms. Such individuals can have a significant positive impact upon the wellbeing of their colleagues. However, they are also vulnerable to wellbeing challenges themselves if they are not provided with the necessary training, support and resources to enable them to do this. There is an old saying that individuals are often promoted because they are good lawyers, rather than good managers. To tackle the current wellbeing crisis in law, we need to ensure that management skills, particularly people skills, are fully recognised, valued and rewarded.'
The report indicates that for 40.71 per cent of survey respondents, the COVID-19 pandemic highlighted the importance of mental health. However, for several respondents there is a disconnect between measurable actions and playing 'lip service' to wellbeing initiatives.
For instance, 62.56 per cent said wellbeing and good mental health schemes were part of an organisation's organisational strategy, but only 39.21 per cent indicated that these programmes were actively monitored and evaluated on their success rates within their organisation. Furthermore, there appears to be a lack of the right type of engagement to make plans a reality.
Recommendations by the Report's authors include:
- law firms should implement strategies enabling them to move from a reactive to an engaged and proactive approach to workplace wellbeing;
- individuals with managerial responsibilities should be provided with sufficient training, resources and support to enable them to appropriately foster and promote positive workplace wellbeing; and
- bar associations, law societies and other organisations involved in the legal profession should support law firms in adopting a new approach to wellbeing through the provision of training and support and the dissemination of relevant information, evidence and examples of good practice.
About the survey
The survey was conducted in July 2024 with 236 participants who were members of various IBA Committees across 68 jurisdictions. The highest proportions of participants were from Nigeria (9.2 per cent), Italy (5.9 per cent), Switzerland (4.6 per cent), the United Kingdom (4.4 per cent) and the United States (4.1 per cent). Of the participants, 50.4 per cent identified as female, 48.7 per cent as male and 0.8 per cent preferred not to disclose.
The research pointed to gender bias occurring during the development of wellbeing policies since respondents who gave more negative answers were more likely to identify as female, indicating more needs to be done in catering for different needs.
The Report contains visual representation of responses. As an example:
