Together, we're Morton Fraser
Among our talented people, you’ll find opinion formers, thought leaders, mould-breakers, decision-makers, and those who are doers – all working together to grow our Firm and help our clients solve problems and get results every day.
We look for people with a wide variety of skills, experiences, and perspectives. This creates a dynamic and rewarding working environment where we strive to invest in your professional and personal development, so everyone can be the best they can be.
We are determined to be the best – we are always curious about how we can be better, we invest in our learning and development and we have the drive and ambition to know that anything is possible.
We’re looking for more people like you. Come and join us and bring your own authentic self to work. You will have your own sense of identity, your own life experiences, your own skills, experience, thoughts, ideas and creativity which when added to ours will help deliver even better solutions for our clients.
We have been named as one of the Top 10 Best Law Firms to Work For in the Best Companies to Work For 2021 lists. We are the only Scottish law firm named in the prestigious UK-wide Top 10 list, which aims to celebrate and showcase excellence in workplace engagement.
Morton Fraser also secured 24th place in the Top Companies to Work For in Scotland. These results follow a year in which the law firm’s Gender Pay Gap continued to reduce (by over a third in total since 2018).
Chair and partner Jenny Dickson said "We are committed to creating a diverse and inclusive place to work where our people can be themselves and be at their best, so to be acknowledged in this way is a fantastic success for the whole firm. This outlook is fundamental to Morton Fraser’s ambition to be an innovative and high performing firm for the future. We take this commitment very seriously and it is reflected in the number of initiatives that we put in place to realise this ambition."
At Morton Fraser we are committed to creating a diverse and inclusive place to work where our people can be themselves and be at their best. This is fundamental to Morton Fraser being an inclusive, innovative and higher performing Firm for the future. We take this commitment very seriously and within our People Strategy we have a number of initiatives planned to ensure this ambition is realised.
UK legislation requires legal entities that employ more than 250 people to share gender pay gap data. Whilst we currently fall below that level, (we employ 237 people), our brand values of transparency mean that we want to share our current position.
In addition to our gender pay gap report, we have also produced an ethnicity pay gap report for 2022.
We know that the wellbeing of our people is what makes or breaks our long-term success. Deflated, overworked staff deliver low quality work and lack a commitment, whereas a healthy, looked-after team feels capable and eager to perform at their best which in turn benefits our clients. After all, most people spend a third of their life in work, so they want to feel fulfilled and have their contribution valued.
It is for these reasons that we have introduced a wellbeing programme called 'MFeelgood'. Our programme offers staff a variety of tools and resources to help them be the best they can be, at work and in life. So far our programme has covered a diverse range of topics and events such as looking after emotional, physical and financial wellbeing, nutrition tips. weight management and musculoskeletal wellbeing.
We also have an employee assistance programme where employees have access to free counselling on a self-referral basis.
Morton Fraser is proud to have signed up to the Scottish Government's Business Pledge, an initiative that requires signatories to uphold the principles of fairness, equality, opportunity and innovation in the workplace.
Through this pledge, we have made a commitment to continue implementing fair and progressive practices in the nine focus areas outlined which includes putting innovation at the heart of our business, promoting gender balance, investing in young people, and supporting workforce engagement.
In addition to our business strategy of being open and clear on advice and cost, this commitment further demonstrates that we consider it a priority to lead by example through embracing modern and innovative business practices in the legal sector and investing in the long-term development of our staff.
As we embark further on our diversity and inclusion efforts, we are excited to announce that we have become members of The 30% Club. The 30% Club campaign was set up by Dame Helena Morrissey in 2010 with the aim of achieving a minimum of 30% female representation on FTSE 100 boards.
The 30% Club also aims to ensure equal representation of women in senior roles in organisations and again in Morton Fraser 52% of women occupy senior roles. It is important that we keep a focus on gender balance in all that we do within the Firm (in relation to pay, performance, development and reward for example). Our membership of The 30% Club helps us both share and learn from good practice.
We are signatories to the Mindful Business Charter, a collaboration between leading banks and law firms committed to driving change in how we work. The bilateral collaboration between service providers and clients is what makes the Charter so powerful. The Charter includes four pillars including openness and respect, smart meetings and mailings, respecting rest periods and mindful delegation.
As signatories of the Armed Forces Covenant, we recognise the value that serving personnel, reservists, veterans and military families bring to our business. We encourage those applying with us to reference any military skills and qualifications they hold to ensure they are recognised during our recruitment process.
We have recently partnered with Black Professionals Scotland to offer paid intern opportunities to talented individuals as part of their Black Interns Programme. The programme provides participants from the black community with practical work experience within the Scottish workforce to support with the development of their professional careers.
As part of our commitment to widening access to the legal profession, we are using the RARE contextual recruitment system in our trainee recruitment process to identify potential future talent from socially disadvantaged backgrounds.