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At Edwin Coe we recognise that we must integrate our business values and operations to meet the expectations of our stakeholders. We consider our stakeholders to include clients, employees, suppliers, the community and the environment.

Our corporate social responsibility policy states:

  • We recognise that our social, economic and environmental responsibilities to these stakeholders are integral to our business. We aim to demonstrate these responsibilities through our actions and within our corporate policies.
  • We take seriously all feedback that we receive from our stakeholders and, where possible, maintain open dialogue to ensure that we fulfil our responsibilities.
  • We will be open and honest in communicating our policy and performance to our stakeholders in our continual commitment to sustainable development.
  • Our Managing Partner is responsible for the implementation of this policy and the responsibility for our performance on this policy rests with all employees throughout Edwin Coe.

Firm-wide Activity

  • Coram's Fields

    Edwin Coe is the Corporate Partner of Coram’s Fields, a local charity based close to Great Ormond Street Hospital, London. Coram’s Fields offers a Children’s Centre, adventure play areas for under 5’s, sand and water play, a small animal area, paddling pool, three football pitches and a café spread over seven acres in Central London. For over 80 years Coram’s Fields has existed for the sole use of children and young people.

    Throughout the year Edwin Coe employees volunteer for events and also take part in sporting activities to raise money for Coram’s Fields.

    Some events include:

    • Ongoing mentoring of young people
    • Hosting staff friendly football matches
    • 3 November 2017 – Fireworks display
    • 8 October 2017 – Royal Parks half marathon
    • 2 August 2017 – Children’s Play Day
    • 4 November 2016 – Fireworks display

    To find out more please visit Coram’s Fields website.

  • Educate Bwindi

    A group of Edwin Coe employees combined forces in 2015 via the charity Educate Bwindi, to sponsor a child named Pius who was living in poverty in Uganda. Staff raised over $3000 dollars to sponsor Pius so that he could go to school and gain an education up to secondary school level.

    Educate Bwindi is a non-profit, all-volunteer organisation dedicated to educating vulnerable children in Bwindi, Uganda. Working with a private school, Bwindi Watoto School they provide education for vulnerable children in the area. Through sponsorship they are able to provide books, supplies, infrastructure and training.

    To find out more please visit Educate Bwindi’s website.

  • Little Van Gogh

    Edwin Coe’s staff Corporate Responsible Survey conducted in 2014 identified support of the Arts as a preference. We are delighted to announce that we are Patron of the Arts for a small company called Little Van Gogh. They provide paintings of up and coming artists and we support their work by exhibiting artwork within our Edwin Coe board rooms. There are ten pieces of art by one artist and we change artist every two months. The changing of the artwork injects energy into the space keeping it engaging and importantly, ensures that the artwork is always noticed and doesn’t simply become part of the furniture.

    Our patronage is a fantastic talking point for clients and visitors, and all the artwork is available to purchase and is reasonably priced.

    Please view their newsletter below:

    Little Van Gogh – Summer 2016 Newsletter

    Little Van Gogh – Spring 2016 Newsletter

    Little Van Gogh – Winter 2015 Newsletter

    Little Van Gogh – Autumn 2015 Newsletter

    Little Van Gogh – Summer 2015 Newsletter

     

     

  • Lord Mayor Music Fund

    Edwin Coe is proud to provide pro bono advice and to be involved with this project which is being driven forward by Chief Executive, Ginny Greenwood, supported by Veronica Wadley, Senior Advisor to Mayor of London at City Hall and Chair of the Arts Council and Richard Morris of the Associated Board of the Royal School of Music.

    The Mayor’s Music Fund is an independent charity with the Mayor of London as Founder Patron. They provide grants of circa £400,000 every year to enable thousands of children and young people across every London borough to develop their musical potential, through 4-year scholarships and by opportunities to learn from and perform alongside professionals.

    Since January 2012 they have worked with over 6,500 aspiring young musicians with more accessing our programmes every term

    The main object is “the promotion and enhancement of the musical education and development of young people by any means and in any socially inclusive context”. In addition, there are concerts, workshops and similar activities to encourage young musicians to develop their talents.

    For more information about Edwin Coe’s involvement with the Lord Mayor Music fund, please view their Impact Report 2014.

  • Pro Bono Work

    We are deeply committed to the charities and non-profit sector and have established a pro-bono programme which includes undertaking work for a number of charities and locally based projects. A significant amount of our pro-bono activity relates to projects in Africa, typically concerning education or work with deprived families and children, human rights and civil justice issues.

    Edwin Coe strongly supports all work undertaken by fee-earners on a pro bono basis. This includes (but is not limited to) representing those not able to afford representation in front of tribunals, including the Employment Appeal Tribunal and the Competition Appeal Tribunal. We also undertake work on behalf of international bodies to assist emerging Sovereign States in relation to good governance – this work has recently included projects undertaken in Lesotho and Uganda.

  • Charitable Events

    Edwin Coe regularly participates in charitable and fund-raising activities. Our efforts to date include hosting charitable art exhibitions. These events have helped to raise many thousands of pounds for various charities over the years, including Street Child Africa, John Groom, East Side Educational Trust, The Children’s Heart Federation, and the Parkinson’s Disease Society, to name but a few.

    The firm also sponsors and supports client-related charitable events and the participation of staff in a wide variety of local and national charitable and fund raising activities.

  • Community Involvement

    At Edwin Coe, our lawyers regularly give their time to speak to local business groups, societies and educational institutions on topics of specific concern or interest.

    Edwin Coe is delighted to support the Hoopers African Trust. Hoopers Africa Trust (HAT) is a charity founded to provide education to vulnerable girls, particularly in the rural areas close to the Masai Mara district of Kenya. Roger Hooper, the wildlife photographer, observed that many girls in these most rural areas were not receiving secondary education. Knowing the importance of educating these girls not only for themselves but for the future of Kenya, Roger was determined to do what he could to change the situation.

    In 2007 Roger founded Hoopers Africa Trust.  Edwin Coe Managing Partner, Nick Giles, is a trustee for the Charity and is responsible for making sure that the requirements of Charity Law are satisfied. Nick carried out the legal work to set up HAT and has been involved ever since. This has included visiting Kenya to meet the students every other year since 2007. www.hoopersafricatrust.org

     

  • Environmental Policy

    We take seriously our impact on the environment and take steps, wherever possible, to encourage our workforce to help reduce the firm’s carbon footprint and its impact on the environment.

    Re-cycling and environmental initiatives include (but are not limited to):

    • Cardboard is collected separately and pulped into raw product for use in various manufacturing processes.
    • Confidential waste is removed for secure shredding before being pulped and re-cycled by an approved licensed contractor.
    • Used toner cartridges are collected and used in the re-manufacturing process of new cartridges, thus avoiding landfill.
    • Lighting: office lights are turned off outside of normal office hours and low energy bulbs are used in areas of the building which are required to be permanently lit for safety reasons and throughout the offices where practical.
    • Office equipment: our policy is to switch off all computer and office equipment (where it is safe and practical to do so) at the close of each working day. Old mobile phones are sent for reuse in developing countries. Computer equipment is disposed of via Computer Aid International, an organisation which provides refurbished computers for reuse in education, health and not-for-profit organisations in developing countries.
    • Travel: the firm advocates travel by train instead of air for staff attending national meetings and encourages the use of video conferencing, where feasible, in respect of overseas meetings. Less than 3% of our work-force drive to work; the remainder travel by public transport, cycle, run or walk to work.
  • Mosaic

    Edwin Coe proudly hosted BBC News presenter Mishal Husain at a Mosaic Mentoring  evening held on 16 September 2014. Mishal shared her experience both as a mentor and as a mentee, with a focus on the power of mentoring and how it helps people thrive.

    Edwin Coe teamed up with Mosaic, a support organisation for the career aspirations of young people from disadvantaged communities, to establish a legal ambassadors programme. The scheme is designed to elevate the aspirations and enhance the career prospects of its 15 law undergraduate participants.

    The 15 students, chosen from different London universities, are mentored by Edwin Coe solicitors over the course of an academic year. In addition to general mentoring and support, the programme also includes three key seminars, to be conducted by Edwin Coe, on CV preparation, interview technique and practical learning through mock interviews.

    Founded by HRH The Prince of Wales in 2007, Mosaic’s mentoring programmes create opportunities for young people growing up in deprived communities. Mosaic’s vision is for all young people to be supported to realise their potential.

    Edwin Coe partner Ali Zaidi, who is Vice Chairman of the London Executive Committee of Mosaic, commented “Edwin Coe is extremely proud to support this charity which plays such an important part in guiding and teaching young people in today’s society.”

    “I am really inspired with the way Edwin Coe delivers speeches and…I want to speak with confidence the way you do and think you’re an excellent role model. Thank you very much.”– Mosaic seminar attendee

    “I’d like to thank you so much for the incredible experience I’ve had with Mosaic these past few years. The programme and your team have been a fulfilling highlight of the time I spent in London.” – Mosaic seminar attendee

  • Diversity and equal opportunities

    Equality & Diversity Policy

    Statement of Policy

    The aim of this policy is to communicate the commitment of the Firm to the promotion of equality of opportunity within Edwin Coe.

    It is our policy to ensure that all job applicants and employees receive fair treatment regardless of their gender, sexual orientation, race, nationality, ethnic and national origin, disability, age, trade union membership, religious beliefs, work location and working hours. We do this by adhering to all equal opportunities legislation and ensuring that we are fair, objective, transparent and free from discrimination in all of our systems, processes, procedures, activities and decisions.

    We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

    We recognise that the provision of equal opportunities in the workplace is not only good management practice; it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the Firm.

    To Whom Does the Policy Apply?

    Equal Opportunity policy applies to all those who work for (or apply to work for) Edwin Coe LLP:

    • Job Applicants and Potential applicants
    • Employees
    • Contract workers
    • Agency workers
    • Trainee workers and students on work experience or placements
    • Volunteer employees
    • Former employees

    Commitments

    HR has overall responsibility for ensuring the correct application and implementation of the policy.

    All partners have a responsibility to:

    • Ensure the non‐discriminatory treatment of all job applicants and employees and promote equality of opportunity.
    • Identify and remove discriminatory attitudes and practices within the firm.
    • Raise the level of employees’ awareness of the policy’s existence.
    • Deal fairly and speedily with any discriminatory issue raised in the course of employment.
    • Support and contribute to the monitoring and review process.
    • Be aware of the diverse needs of employees and support them appropriately.

    All employees have a responsibility to:

    • Comply with this policy and continue to ensure that the principles of equal opportunities and diversity in the workplace are upheld.
    • Treat colleagues and stakeholders with dignity and respect.
    • Have due regard to equal opportunities in the work they do and decisions they make. Promote diversity in the workplace.

    Legislative Basis

    The acts listed below set out the legal basis of equal opportunities. They also provide for rights of appeal and sanctions to be invoked where discrimination is proved. The relevant acts are:

    • Sex Discrimination Act 1975
    • Race Relations Act 1976 and 2000 as amended
    • Disability Discrimination Act 1995
    • Employment Equality (Age) Regulations 2006 Part‐time Workers

    (Prevention of less Favourable Treatment) Regulations 2

    • Equal Pay Act 1970
    • Data Protection Act 1998
    • Rehabilitation of Offenders Act 1994
    • The Asylum and Immigration Act 1996

    Implementation

    HR has specific responsibility for the effective implementation of this policy. Each partner, fee earner and business support staff also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

    In order to ensure this policy is disseminated and adhered to, we shall:

    • Communicate the policy to employees, job applicants, and contract or agency workers.
    • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
    • Provide equality training and guidance as appropriate, including training during induction and management courses.
    • Ensure that those who are involved in assessing candidates for recruitment or promotion are trained in non‐discriminatory selection techniques.
    • Incorporate equal opportunities notices into general communications practices, (e.g. Induction programmes, staff newsletters, and intranet).
    • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our Firm and our workforce.
    • A diverse workplace is promoted and celebrated through our policies and how we operate.
    • Ensure that adequate resources are made available to fulfil the objectives of the policy.

    Monitoring and Review

    We shall establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equality and diversity policy will be reviewed regularly and will be updated in accordance with new legislation introduced which needs to be reflected in the policy.

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