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8. CAREER PATH OF GROUP

PROFESSIONALS

Once black and female candidates have been recruited to a firm, it is
imperative that such candidates be retained and developed into senior
professionals and ultimately directors at the firm. To enhance the retention of
such professionals, particularly when the demand for professionally trained
black professionals in urban centres are high, remains a constant risk which
can only be addressed by creating attractive career opportunities at member
firms which will persuade these professionals to remain at the firm.
This has occasioned the Group to develop guidance for firms in respect
of establishing appropriate career pathing structures at their firms to guide The Group has
young professionals and create a plan for these professionals to progress
at the firm. Such a career path structure includes implementing clear developed
performance areas and expectations, implementing constructive mentorship
programmes, individual development plans and an increasing focus on guidance for firms
soft skills training, to assist professionals to grow and face the challenges
posed by the different phases of their professional career – support which will to establish career
encourage a professional to remain at a firm that constructively invests in her
or his development. pathing structures

Additionally, Group membership and the access to knowledge resources,
shared services and other strategic and vital support provided by the Group at their firms for
allow firms to create an environment typically experienced at larger law firms
and thereby also increase the attractiveness of remaining at a Group firm. the development
of their young

9. SKILLS DEVELOPMENT professionals

9.1 Firm Skills Development

Developing the skills of professionals and administrative staff is core to
allowing firms to meet the service expectations of clients. In recognition
hereof, the Group is actively exploring training initiatives over and above
those already in place, to enhance skill levels and the soft skills and experience
training of staff.
Firms annually invest substantially in skills development and invest also in the
training of black and female staff members at their firms, with firms spending
R2,2 million on skills training of black and female employees during 2015.
Firms recognise that skills training will become a key differentiator in the
future and that continuing investment by firms is needed in the training and
skill levels of staff.

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