Reed Smith brochure 2021/22

Diversity, equity & inclusion

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Now?

Now? I’m an associate based in Reed Smith’s London office, specialising in contentious and non-contentious UK, EU and international environmental, health & safety, product compliance and product liability law. I am also co-chair of Reed Smith’s LGBTQ+ business inclusion group, PRISM. Your path? Prior to commencing my legal career, I worked on Western Balkan issues at the European External Action Service in Brussels. I gained further professional experience at the German Embassy in the Dominican Republic, a political think tank in Washington, D.C., and at the UN High Commissioner for Refugees in Malaysia. As a member of several youth leadership communities, including Sandbox, One Young World and Global Changemakers, I have a keen interest in civic society. I hold a Bachelor’s degree in Law with Politics (University of Manchester) and two Master’s degrees in Public International Law (University of Cambridge) and Commercial Legal Practice (BPP University, London). Why Reed Smith? I chose Reed Smith because of its active track record of issues relating to diversity and inclusion. I was less concerned about department rankings than seeing how seniors treat their employees: it affects how committed you are to your workplace and, as a result, how productive (and happy!) you can be. For me, being my true self at the workplace was my number one priority, and I am so glad that Reed Smith has lived up to that reputation.

I am currently a fund finance specialist and a senior associate in the banking and finance team.

Your path? I joined Reed Smith as a trainee in September 2013 and qualified in September 2015. After qualifying into the funds formation and private investment management team (as it was then called), I shifted practice areas into banking and finance with a particular focus on lending to private equity funds. Why Reed Smith? Reed Smith has always been the type of firm that gives you the room to fully develop into who you are. On top of its commitment to diversity (whether ethnicity, gender, sexuality or social mobility), the firm also encourages variety of personalities and skills in its recruitment strategy. This, to me, is a key component of diversity as well and it makes for a refreshing work environment and culture. What does driving progress through partnership mean to you? The firm has a clear focus on partnering with its clients to build long term sustainable relationships as part of its business model. However, progress through partnership also has an internal dimension – this includes the partnerships that Reed Smith seeks to build with its employees. The internal partnership element is not only for those who want to pursue a lifelong career as fee earners, but also those who seek to remain at the firm or in legal industry in other capacities. In the current times, law firms recognise that not every employee has the same long term objectives. However, only the firms with real commitment to its people will take active steps to promote and enable the varied career objectives of each individual. I can say with confidence that Reed Smith is one such firm, as I have personally seen this at Reed Smith with my colleagues and in my own career.

Chu Ting Ng, Senior Associate

Oliver Rieche, Associate – Environment, Health and Safety

38 Reed Smith Next generation law

Next generation law Reed Smith 39

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