What's your current role and what do you do in it?

Insolvency partner in a London law firm.  I act for IPs (and others) in trying to provide pragmatic advice.

How did you get to where you are today?

I began my career as a trainee solicitor at Clarke Wilmott in Yeovil and then Taunton, where I met some lovely fellow trainees I am still friends with and learnt a lot.  On qualification I moved to London and went from NQ to Partner in the insolvency team at DLA Piper, primarily focussed on insolvency litigation.  After a spell as a partner in Clyde & Co, I joined Fieldfisher in 2017, where I act for insolvency practitioners, various categories of financier, distressed companies and their directors across the full range of insolvency work, from purchases and sales in trading insolvencies to multinational multimillion pound fraud cases.

I am aware that being a white man affords me certain privileges, despite being the first generation in my family to attend university. I attribute where I got to today down to hard work, a positive attitude, and building a network of hard-working positive people around me.

What made you decide to pursue a career in insolvency and restructuring?

I intentionally avoided it at university, thinking it would be depressing.  But as a trainee, I had a six-month seat in insolvency and loved it.  There's always something new and my clients are fellow professionals that know their stuff.

Why did you become a D&I Champion?

There are incredibly talented people who need to understand that they can thrive in the field of insolvency and build successful careers. It's vital to attract a diverse group of people who possess the ability and are willing to work hard. By proactively promoting a career in insolvency to a diverse group of people this will not only enrich the profession but also drives innovation and growth. 

Which aspect of the role is most important to you and why?

It is crucial to dispel any myths that insolvency is only suitable for certain groups of people and to break down both perceived and existing barriers that may discourage diverse talent from entering the field.  It is also a small profession, so shouting about its qualities to a broader range of people will enable a broader range of people to get involved.

What are the best examples of EDI initiatives you have seen in the profession?

We have a "positive action" employment initiative.  Where a CV comes into the firm and we're actively considering it, HR will then go out and get us more people to see, ideally with a 50/50 gender balance.  If a white man happens to be the best for the job, then so be it, but it will be a fair competition between all the candidates.

The 10,000 Black Interns and Able Interns program offer internships that any organisation, regardless of size, can participate in. These programs provide students aged 18 and older, who are from Black heritage backgrounds or have disabilities - two very underrepresented groups- with a minimum of six weeks paid work experience. This not only provides great experience to the students but also enables organisations to proactively attract underrepresented groups into the business.  

What EDI initiatives have you benefitted from in your firm?

I think the hardest thing is getting your foot in the door.  Once you've got into a firm, your ability and work ethic can shine through.  The best fortune I had was a large firm in London giving a job to a lad from a farming village in the middle of nowhere.

What's the one thing you would like to see the profession do differently when it comes to EDI?

I would like the profession to fully embrace the idea that individuals with diverse views, backgrounds and ways of thinking can significantly enhance the quality of advice and options we provide to our clients. This diversity of thought and experience leads to more innovative solutions and better decision making.  It is essential to build a diverse talent pipeline to cultivate the future leaders of the insolvency field.