At the heart of LCG's human and professional project lies a vision that places people at the centre; the recognition of each collaborator's value therefore stems from an awareness of the value of individual capabilities and diversity which, when combined in a climate of collaboration and respect, generate winning teamwork.
It is therefore natural that all the key events that have an impact on professional life and the growth of individuals are governed by processes that define impartial criteria and objectives.
The selection of new professionals, particularly young ones, is always directed at professionals without any discrimination based on gender or any other criterion beyond professional competence or potential; similarly, performance evaluation processes, from the definition of objectives to financial compensation, are based on predefined competencies and seniority levels.
As of September 2024, collaborators (freelance professionals and employees) total 50, of whom 28 are women. The founding partners are 3 (men), and the only professional who has since become a partner is a woman.
Similarly, across the various levels (as of September 2024):
Trainee lawyers — 6 men and 5 women
Junior lawyers — 6 men and 9 women
Mid-level lawyers — 1 man and 5 women
Senior lawyers — 5 men and 4 women
Staff — 5 women
The policies on parenthood and work-life balance also aim to allow a proper balance between personal and professional needs, promoting the professional growth of all colleagues on an equal basis. The parenthood policy is structured with the aim of facilitating maternity and enabling the continuation of professional growth in compliance with parental needs.
At present, there are no collaborators with disabilities; however, the firm does support its collaborators in cases of health impediments, implementing protective and support measures.
It is therefore natural that all the key events that have an impact on professional life and the growth of individuals are governed by processes that define impartial criteria and objectives.
The selection of new professionals, particularly young ones, is always directed at professionals without any discrimination based on gender or any other criterion beyond professional competence or potential; similarly, performance evaluation processes, from the definition of objectives to financial compensation, are based on predefined competencies and seniority levels.
As of September 2024, collaborators (freelance professionals and employees) total 50, of whom 28 are women. The founding partners are 3 (men), and the only professional who has since become a partner is a woman.
Similarly, across the various levels (as of September 2024):
Trainee lawyers — 6 men and 5 women
Junior lawyers — 6 men and 9 women
Mid-level lawyers — 1 man and 5 women
Senior lawyers — 5 men and 4 women
Staff — 5 women
The policies on parenthood and work-life balance also aim to allow a proper balance between personal and professional needs, promoting the professional growth of all colleagues on an equal basis. The parenthood policy is structured with the aim of facilitating maternity and enabling the continuation of professional growth in compliance with parental needs.
At present, there are no collaborators with disabilities; however, the firm does support its collaborators in cases of health impediments, implementing protective and support measures.