While Chambers has explicitly noted that it will not harm a firm’s submissions if mostly men are nominated, Chambers requests that a diverse selection of lawyers be put forward for nomination. This can offer a firm an advantage of featuring on a DEI Spotlight Table (only available in certain jurisdictions) which aims to highlight firms and individuals that are involved in impactful initiatives to advance DEI. Chambers runs DEI Awards in the following jurisdictions: USA, Latin America, Brazil, Europe (including UK solicitors), Asia Pacific and Greater China Region, and the UK Bar. Categories cover individual, firm and in-house submissions, as well as pro bono and sustainability efforts.

Chambers has been gradually improving their research process to consider DEI. To do so, Chambers collects gender diversity data on ranked lawyers and firmwide diversity data across a range of diversity markers at firm discretion for all guides in order to understand the profession’s demographic make up and ensure their rankings reflect the breadth of diversity. Chambers aims to speak to a diverse mix of lawyers and has set a target of holding 50% of our lawyer calls with women to get a broad range of perspectives.

Legal 500:

Legal 500 also encourages firms to put forward women nominees and has recently included a separate part in the initiatives section that welcomes firms to discuss their socio-cultural initiatives specifically. This information is incorporated into their evaluations and research to ensure the representation of diversity in their rankings.

Furthermore, Legal 500 often uses the data collected from their research to publish reports and blog posts on diversity within the legal sector in various jurisdictions, including insights into gender, racial and LGBTQ+ representation trends and challenges. These reports are a valuable tool to raise awareness and provide data which could help diversity initiatives.

Lastly, this year Legal 500 has launched its first-ever ESG Awards in the UK, with the ceremony taking place later this month. These Awards are aimed at championing diversity, inclusion and sustainability in the British legal sector. The scope is broad, with specific awards for LGBTQ+, ethnic, women and disability/neurodiversity representation and inclusion.

IFLR:

Like Legal 500, IFLR also has a specific section in its submission template for DEI asking firms to detail their achievements over the past year. While gender is not a direct factor in the rankings, this information is taken into account during research and evaluation. IFLR leverages its research findings to publish insightful articles and blog posts on ESG matters on their website, accessible to its members. This service is a valuable resource to those in the legal community as it raises awareness about diversity. 

IFLR also hosts the longstanding Women in Business Law Awards, which aims to honour outstanding women lawyers for their achievements in the legal profession and law firms that champion gender diversity. These awards are split into two jurisdictions, Americas and EMEA, and this year have adopted two new awards to recognize leading women attorneys: Thought Leader of the Year and ESG Leader of the Year.

Conclusion:

By recognizing and celebrating the diverse talents and contributions of individuals from underrepresented groups, these platforms not only promote a more inclusive legal profession but also pave the way for broader societal change. Let us continue to support and champion law firms in their DEI initiatives, fostering a more inclusive and equitable legal profession for all.

The post Diversity, Equity and Inclusion in Legal Directories appeared first on Tier One Rankings.

Beyond merely gathering information for the researcher, these interviews offer a personal opportunity to cultivate relationships, delve into finer details, and gain deeper insights into the ranking process. They provide invaluable interactions with researchers, fostering connections and enhancing understanding.

What are Directory Interviews?

During these interviews, researchers look to add to their knowledge of the market by gathering additional information about law firms and lawyers to assess their eligibility for inclusion in the directory. These interviews offer an opportunity for firms and individuals to present their achievements, notable cases, client testimonials, and other relevant information that can strengthen their candidacy, and add point to any extra matters or new clients that may have come about since the submission was sent in.

Directories, such as the Legal 500 and Chambers & Partners, often split their interviews into three main sections. In no particular order, one wave of questions will focus solely on the team’s work and the individuals involved; another on general trends in the wider market and how these have changed/are expected to change; and another that concentrates on peer feedback and your views on the current rankings of firms and individuals.

Preparation is Key

Firms and lawyers should thoroughly review the criteria for inclusion in the directory and ensure that they have the necessary evidence to support their submissions. While it’s advisable to review the submission beforehand, there’s no need to recite details verbatim as the interview serves as a supplement to the written submission; researchers are interested in what goes “beyond” the submission.

Here’s how to come prepared:

1. Key Matters: Identify three key matters that exemplify your firm’s expertise, achievements, and contributions to the legal field. Be ready to discuss these matters in detail, highlighting their significance and the unique approach taken by your firm.
2. Comparison to Other (Higher) Ranked Firms/Individuals: Prepare a comparison of your firm or individual lawyers to others in the field. Provide supportive information, such as case studies, client testimonials, or industry recognition, to substantiate these claims. Showcase what sets you apart and why you stand out in the market.
3. Feedback on Current Rankings: If applicable. Discuss any areas where you believe your firm or lawyers have been underrated or overlooked. Provide concrete examples and evidence to support your feedback. You may be the best firm but the researchers will not take your word  for it unless it’s supported by facts (statistics, deal value and big client names, etc.).

Showing kindness, respect, and offering assistance to fellow researchers is invaluable. Human connection is irreplaceable; it ensures that others will remember you favourably when the time comes for ranking in directories

Follow-Up and Feedback

After the interview, it’s advisable to follow up with the researchers to address any additional questions or provide supplementary information if needed. Additionally, soliciting feedback from the researchers can offer valuable insights into areas where the firm or lawyer can enhance their candidacy for future directory editions.

The post Making the Most of Legal Directory Interviews appeared first on Tier One Rankings.

Legal 500 Individual Rankings

Hall of Fame – To be considered eligible for the Hall of Fame, lawyers must be widely regarded as being at the very top of the profession, and to have been consistently ranked as leading individuals by The Legal 500 for a number of years. While in the past, elevation to the Hall of Fame was determined purely by reaching the requisite number of years as a leading individual, inclusion is now down to editor discretion.

Leading individuals – Leading individuals are defined as true market leaders, with long-established reputations in their sector, lead roles in multiple recent significant matters, and exceptional, widespread recognition and endorsement from peers in the market and clients alike.

Next generation partners – These individuals are lawyers with (generally) five years or fewer at partner level, significant recognition from clients and peers in the market, and recent lead roles on multiple matters.

Rising stars – Rising stars are defined as associate-level lawyers who appear frequently in significant matters and are widely cited by peers and/or clients as having made major contributions to practices.

Recommended individuals – All individuals mentioned in the editorial, either in firm write-ups, client testimonials, as heads of practice or other key lawyer listings, should be regarded as recommended lawyers in The Legal 500. 

Chambers Individual Rankings

Bands 1-6 –  Individual lawyers are ranked in bands from 1 (highest) to 6 (lowest). Being ranked in any band is a significant achievement which recognises the individual as a standout in their field.

Senior Statesperson – A lawyer who no longer works hands-on with the same intensity but who, by virtue of close links with major clients, remains pivotal to the firms success. This ranking is generally only granted to those who have reached the highest Band rankings. 

Eminent Practitioner – Highly influential lawyers in a particular practice area who, due to managerial or client relationship commitments, are less active in fee-earning work but remain key players in the team. This ranking is generally only granted to those who have reached the highest Band rankings.

Star – This ranking is given to lawyers with exceptional recommendations in their field. Keep in mind that there can only be one Star in any ranking table, and often there are none. 

Up-and-Coming –  Lists those who do not yet have an established reputation to match those in ranked in the Bands but who are driving their firm’s growth.

Associate-to-Watch – Senior associates who are recognised for their work in the background of major deals.

Star Associate – Awarded to an associate who consistently demonstrates an outstanding degree of technical and commercial expertise beyond that of their peers. As with the Star ranking, this can only be given to one individual in a ranking table and is often not awarded at all. 

Spotlight – A ‘Spotlight’ ranking is given to individuals where the table does not have numerical rankings. All ‘Spotlight’ rankings are equal and the ranking serves to highlight a select group of firms or individuals. This is most often seen when highlighting a small or niche area, or a new ranking in which Chambers is still figuring out how best to structure the ranking table. 

IFLR Individual Rankings

Market Leader – Partners who are the true leaders in their practice area(s) and jurisdiction in the eyes of clients and peers, with clear records of leading on the most high-profile, innovative and complex deals in their markets.

Women Leader – To be ranked Women Leader, lawyers must meet the criteria for Market Leader (stated above) or must hold high status within their market for their leadership abilities. See ‘Women Leaders’ section for more detail.

Highly Regarded – Partners who have outstanding deal records in the practice in question and are highly regarded by clients and peers.

Expert Consultant – Senior figures with name recognition who focus on consulting and building client relationships. These are individuals who may stepped back from the active client work to serve as rainmakers or figureheads for a practice.

Rising Star Partner – Lawyers who made partner relatively recently who are working on complex deals and are recommended by clients or peers. To be eligible for this rating, lawyers must have made partner within three years of the current submission deadline. Only lawyers who were promoted to partner within three years of the submission deadline are eligible for this rating.

Rising Star – Ones to watch – lawyers building their reputations in the market who are working on notable deals and are recommended by clients or peers. Only non-partners who qualified within 15 years of the submission deadline are eligible for this rating. Eligible candidates cannot have made partner and must have no more than 15 years post qualification experience.

Notable Practitioner – Lawyers supported records of advising on significant deals in the jurisdiction and practice area in question.

Whilst this may seem like a fairly sizeable glossary of different ranking terms, there are some key similarities and differences which should hopefully simplify what these rankings mean to you. 

• Hall of Fame vs Market Leader vs Band 1: The Legal 500 Hall of Fame and IFLR Market Leader rankings are reserved for those who are widely regarded as at the top of their fields. Whilst Chambers don’t have an exact ranking criteria like these, it could be equated to longstanding Band 1 practitioners in Chambers. 
• Leading Individuals vs Highly Regarded vs Bands 1-6: One of the first things you should notice when comparing these rankings is that the Legal 500 Leading Individuals lists are generally considerably shorter than the Chambers Bands rankings and IFLR Highly Regarded rankings. This is due to the fact that a Leading Individual ranking is akin to a Band 1/2  ranking in Chambers and is really only awarded to those they consider true market leaders, so do not be discouraged if you are ranked in the Chambers bands and IFLR Highly Regarded yet not in Legal 500’s Leading Individuals list! 
• Up-and-Coming vs Rising Star Partner vs Next generation partner: These rankings are much the same in practice. With this ranking the directories are aiming to recognise younger partners who are making a name for themselves but have yet to achieve the recognition of those ranked as in the Bands or as a Leading Individual. It is important to note here that there is no guarantee an individual will automatically make the jump to the next ranking after they have been ranked for several years, so it is important to continue demonstrating their leading role within their practice. 
• Rising star (Legal 500 & IFLR) vs Associate-to-Watch: Once again, these rankings are very much the same. These rankings are aimed at highlighting key associates within practices that are active on major deals and receive recognition from peers and/or clients. 
• Expert Consultant vs Eminent Practitioner: Once again, these rankings are very much the same. You will most often see managing partners and senior partners here who are recognised as rainmakers for their practice. Legal 500 does not have an equivalent ranking. 
• Recommended Lawyer vs Notable Practitioner: This ranking differs from the others in that it is how Legal 500 and IFLR recognise practices’ other key practitioners who don’t meet the criteria of the other rankings. Chambers does not have an equivalent ranking.  

You may be asking why I haven’t made further mention of the Women Leader, Star, Star Associate, or Spotlight rankings, and that would be simply because each of these rankings are unique to their guides. For each of these specific recognitions you need only refer to the description provided to see how it applies to you. 

Hopefully, newly armed or refreshed with this information, the guide launches will be less ambiguous and you should feel more confident as to both where you currently stand and where you hope to see yourself ranked in future editions.

The post Directories Individuals Rankings Explained appeared first on Tier One Rankings.

Submissions: 20 work highlights per submission per practice area. If more than 20 included, researchers will only look at first 20. No need for exhaustive detail, a summary of key points will suffice.

Client Feedback: Maximum of 20 referees per firm per practice area – might be some exceptions. Please check the Chambers research calendar to confirm referee limit in your jurisdiction/practice area.

Lawyer Interviews: Lawyer interviews are optional, not critical. They are a chance to provide extra detail, but largely for the researcher to get market feedback.

How are rankings determined?

Work Highlights

• Evidence of work that is comparable standard to other ranked/submitting firms
• Greatest credit given to sophisticated, cross-border matters, especially novel/market first
• Deal/case value is often indicative, but not a determining factor.

Referees

• Referees are incredibly important and provide feedback on the firm’s service and wider team.
• Submissions are undoubtedly important but lose their impact without corroboration from referees.

Market Feedback

• Peer appraisal is taken into account but with the awareness that this feedback is subjective.

Referees: Who to put forward?

• Talkers
• Clients who know the team/market
• Mix of old and new clients
• Link to submission matters
• Can be direct clients, overseas counsel or regulators
• Seek consent before putting down an individual’s name
• Encourage client participation
• Don’t miss the deadline!

Referee Trials

In the upcoming Chambers Europe 2025 guide, there will be an expansion of the referee trial.

The full list of countries that will be part of ref trial to be found on website – see here: Ranking Opportunities for Law Firms | Chambers Europe Legal Topics

New Sections Open for Submission

• Austria – TMT: Data Protection
• Finland – Competition/European Law: Public Procurement
• Greece – Banking & Finance: Capital Markets
• Gibraltar – General Business Law: Corporate/Commercial and General Business Law: Financial Services
• Italy – Dispute Resolution: Arbitration
• Netherlands – Arbitration
• Netherlands – Litigation: Supreme Court Litigation and Litigation: Mass Torts: Mainly Plaintiffs
• Portugal – Dispute Resolution: Highly Regarded and Dispute Resolution: The Elite

Differences between Chambers Europe & Global:

Europe-wide categories:

This section assesses firms’ cross-border and international capabilities and coordination between offices.

When should I submit?

• Deadline is May 30^th
• Multiple offices across different jurisdictions within Europe.
• Dedicated Trade/WTO practice.
• Do not submit to Europe-wide if you have missed the local deadline.
• Referees should only be submitted for International Trade/WTO and Regulatory & Public Affairs.

The post Chambers Europe 2025 – Everything you need to know for the upcoming guide. appeared first on Tier One Rankings.

Having launched in 2024, the Legal Media Group (LMG) DEI Awards cast a spotlight on pioneering achievements within law firms and among practitioners across EMEA, Canada, the United States, and Latin America.

This inaugural initiative is positioned to celebrate diversity, foster inclusivity, and acknowledge excellence within an industry that holds a pivotal role in shaping our legal terrain.

The LMG DEI Awards transcend mere commendations; they signify a dedication to advocating for DEI principles within the legal sphere. These awards seek to recognize individuals and firms not only for their embrace of diversity but also for their active efforts in cultivating inclusive environments where all individuals are esteemed and respected. In doing so, these firms position themselves to better address the diverse needs of their clients and communities.

Award Categories

The Awards recognise individuals and initiatives that serve as catalysts for change within the legal industry. These champions break down barriers, challenge biases, and foster environments where diversity thrives. Subject matters include:

• Race & Ethnicity: Recognising efforts to support diverse ethnic minorities.
• LGBTQ+: Honouring initiatives supporting the LGBTQ+ community.
• Disability: Acknowledging programs for individuals with visible and non-visible disabilities.
• Social Mobility: Celebrating initiatives aimed at addressing socio-economic barriers.
• Religion: Recognizing efforts to promote inclusivity across faith-based groups.

Firm Awards

The Firm Awards acknowledge law firms and practitioners for their dedication to diversity, equity, and inclusion. These awards highlight firms that have implemented effective strategies and policies to create inclusive workplaces.

Diversity Leader Awards

The Diversity Leader Awards recognise individuals who advocate for diversity, equity, and inclusion within the legal profession. These leaders drive positive change in various subject matters, fostering inclusivity at every level.

In-House Team Awards

The In-House Team Awards honour corporate teams that demonstrate a commitment to DEI within their workplaces. These teams implement initiatives that foster inclusivity and create diverse and equitable environments.

General Counsel Awards

The General Counsel Awards recognize top-ranking in-house lawyers who champion diversity, equity, and inclusion. These advocates play a crucial role in promoting DEI principles within their organisations and beyond.

Hall of Fame

The Hall of Fame Award is the highest honour, bestowed upon individuals who have demonstrated extraordinary commitment to advancing diversity, equity, and inclusion. These trailblazers inspire positive change on a broad scale and remain staunch advocates for DEI principles.

Part of IFLR’s suite of services, the awards will open for the EMEA region on April 4 2024, with a submission deadline of May 9. The shortlist will be announced on July 18 and the Awards Gala will take place this September.  The submission deadline (March 1) has passed for Canada, USA and Latin America.

More information and the relevant forms can be found here: https://tinyurl.com/yedxn62r

The post Introducing the LMG DEI Awards 2024 appeared first on Tier One Rankings.

One of those organizations is Delinian, which has been publishing Women in Business Law Awards for some years. We caught up with editor John Harrison: 

Q: What have you noticed overall about the award submissions received and the impact of women lawyers in their given practice areas or industries?  

JH: Entries to the Women in Business Law Awards have become much more detailed over the last five years. Firms are detailing amazing leadership endeavours by women lawyers, both within their given practice specialisms, as well as in firm initiatives that grow and promote, not only women, but various historically underrepresented groups in the practice of law. 

It is without a doubt that women lawyers have been having a major positive impact on the practice areas and industries in which they practice. We are seeing more and varied companies across the Americas, EMEA, and Asia-Pacific where women are taking on the lead counsel roles. 

Likewise, we are seeing practice specialisms, such as securities litigation in the US, and industry advisors, such as in the Life Sciences in EMEA, where women have started to take over as the key leaders.

Q: With innovation at the heart of the Women in Business Law Awards, what do you think – and admittedly generalizing for a moment – women lawyers bring to these practices, industries, and categories that can sometimes be missing with male counterparts? 

JH: Many women lawyers develop innovation, not only in getting deals done, but in making their firms and the legal industry a better place through their work. We have seen that the leading women lawyers make time to be mentors, sponsors, and are highly engaged with initiatives that help the next generation of lawyers grow and not be held back by “how things have always been done.” 

This innovation has been seen globally, where women have produced unique ways of engaging with sensitive subject matter to help everyone in the firm better understand the struggles and trials of their colleagues. 

This kind of innovative thinking is not left to the firm alone, we have also seen many women lawyers taking on leadership roles in industry group, boards of companies, and within their communities.

In June 2024, Women in Business Law Awards will present the winners of the 2024 EMEA awards, celebrating the most ground-breaking achievements by the region’s leading female lawyers and the most progressive law firms in terms of their gender policies, advocacy, and support of women in law. 

The post Championing Change: Insights from Delinian’s Women in Business Law Awards Editor, John Harrison appeared first on Tier One Rankings.

Recognizing these hurdles, Chambers has introduced a new opportunity tailored specifically for SME-focused firms – the SME-focused Firms section. 

This innovative section offers a streamlined submission process that focuses more on a firm’s client base rather than individual work highlights. Notably, Chambers is not requiring client referees for this category this year.

This category is designed to provide a platform for firms that may not have the same resources as larger competitors but have a roster of satisfied clients whom they support on a variety of issues, including corporate matters, disputes, financing, restructuring, and tax.

Unlike traditional submissions, which typically require 20 unique work highlights, the SME-focused Firms section requests firms to describe their relationships with ten key clients they regularly work with. This approach aims to provide a comprehensive picture of the firm’s practice while reducing the burden of compiling extensive documentation.

Open to firms across the UK, including Scotland, Wales, and Northern Ireland, it is nonetheless important to note that firms with three or more department rankings in Chambers UK are not eligible for this category.

If your firm fits the criteria and would like to apply, submissions are open until April 17th. 

For more information and access to the submission template, please visit: https://chambers.com/topics/showcasing-smaller-law-firms-across-the-uk

The post Introducing Chambers UK’s New Opportunity for SME-focused Law Firms appeared first on Tier One Rankings.

Submission Deadline: March 25, 2024

Why Submit to WTR?

• Global Recognition: Inclusion in WTR’s rankings provides global visibility.
• Industry Benchmark: Benchmark your performance against industry leaders.
• Networking Opportunities: Connect with professionals and potential clients valuing excellence in trademark practices.

What’s New?

• Copyright Practices Inclusion: Recognizing the evolving strategies of companies, WTR now invites firms to introduce their copyright practices. This enables us to comprehend IP offerings in a broader context.
• Recent Developments Section: With the ever-changing dynamics, especially in the age of AI, WTR’s new submission form includes a section on recent developments. They’ve posed specific questions to assess firms in this evolving market, understanding their strategic priorities.

Tips for a Successful Submission:

1. Start Early: Begin compiling firm achievements and notable cases in advance.
2. Be Comprehensive: Provide a concise overview of standout contributions to the trademark field.
3. Stick to the provided guidelines: Ensure your submissions adhere to the provided guidelines.
4. Quality over Quantity: Focus on quality submissions with clarity and relevance.

How to submit?

• Obtain your personalized submission link by reaching out to Sophie Storrs at sophie.storrs@lbresearch.com.
• WTR recommends completing the online form. However, if you prefer to submit via email, please send your submission directly to the email address above in Word format.
• Both Word format and Excel client referee sheet are available for download in the research page: https://www.worldtrademarkreview.com/rankings/wtr-1000/research

Good luck!

The post WTR 1000 2025 Rankings Submission Deadline Approaching: What’s New appeared first on Tier One Rankings.

This can indeed prove frustrating for all parties involved, from lawyers to the BD team, particularly as the directories do not automatically communicate the rationale behind every decision to participating firms.

At Tier One Rankings, here is our advice, based on our decades of experience working at the directories, on how to best overcome this frustration and ensure that you put your best foot forward for next year:

Step 1. Conduct An Internal Review

The most common reasons for a demotion/non-ranking are often related to:

Did your firm provide enough work? Both directories permit a maximum of 20 matters and recommend that you send over the full amount. Firms that send over fewer than a dozen or so matters are unlikely to achieve any positive results, especially if they are currently unranked.

Did your firm describe the work highlights in sufficient detail? A crucial criterion for both directories is the quality of the work, and this cannot be accurately assessed when firms only write a sentence or two for each matter. If the table was transactional in nature, were enough deal values disclosed, this a crucial gauge that is often overlooked.

Did you fail to showcase a broad breadth of work? If, for example, your Commercial, Corporate and M&A submission focused on too many private equity deals, or had an overwhelming number of matters within a specific industry, this could be a likely cause for demotion. The scope of work is one of the most important considerations after the assessment of its quality.

Was all the work relevant to the table you submitted for? This can be double-checked by referring to the respective practice area definitions. I.e., did you include an abundance of energy/construction/project matters in a real estate submission?

Did you have any major partner departures? This is a very common reason for demotion, especially if the departing name was ranked on an individual basis

Did you fail to include enough new instructions? Both directories understand that the most complex matters will span multiple years, though firms should be sure to relay that their practice continues to thrive by providing at least a handful of new instructions.

How was your referee response rate? If it was particularly low, you should certainly consider providing more easily reachable contacts for the next research cycle.

Step 2. Seek Feedback Internally

Discuss the ranking results with your team, partners, and colleagues. Get their insights and input on where improvements can be made. Were there any changes in the preparation of the submissions these years, and could these have had a detriment on their quality?

Step 3. Contact the Directories for Feedback

Both Legal 500 and Chambers will provide a limited amount of feedback in most circumstances, though this should be enough to point you in the right direction for next year.

A simple sentence such as ‘We felt that your submission focused too heavily on leasing matters, whereas the firms above showed a greater breadth’ can be all you require to better prepare next year’s submission.

Firms who would like a more detailed breakdown will also have the option of purchasing premium products such as Research Plus and Chambers Insight.

Step 4. See the Bigger Picture

It is important that the rankings can influenced by various factors and are fundamentally comparative in nature. It may be a case that your submission was just as strong as in previous years, though a number of your competitors improved.

It is worth keeping a tab on the firms above you, especially those who have received promotions, and noting any developments that may have positively influenced their positions e.g., the growth of the team, several standout cases, or increased activity within a particular sector.

Patience and persistence are key. Both directories keep track of your performance year-on-year and factor in your track record. At the recent Chambers 360 event, reference was even made to a firm that finally achieved a ranking after six years of submitting.

If you were expecting a promotion on this occasion and felt that there was a notable uptick in the quality of your submission, this was most likely noted by the directory. It may simply be that they are taking a wait and see approach, particularly when it comes to promotions at the very top of the table.

The directories can only work with the information you provide to them, meaning that firms need to be on top of any developing assumptions and ensure that these are countered by the relevant evidence.

The post The Ultimate Comeback: Tier One Tactics for Overcoming Chambers Rankings Setbacks appeared first on Tier One Rankings.

Key Takeaways:

• Departmental Rankings: Dentons paves the way, with a diverse geographic footprint, showcasing its stronghold in the 2024 rankings alongside Al Tamimi & Company, Bowmans, ENSafrica, and Allen & Overy LLP, among many others.
• Regional Spotlight: The legal prowess of firms in Africa and the Middle East, particularly ENSafrica and Al Tamimi & Company, highlights the region’s growing influence in the global legal market.
• New Practice Areas: The introduction of niche-focused tables, such as Africa-Wide Banking & Finance and UAE Venture Capital & Emerging Companies, responds to the evolving needs of clients in these markets.
• Cross-Border Expertise: Firms like Baker McKenzie and DLA Piper, with their far-reaching global services, exemplify the critical importance of international legal capabilities in today’s market. They are far from alone. 
• Litigation and Arbitration Trends: The focus on sectors like energy and ESG-related disputes, along with the rise of AI in arbitration, underscores the shifting landscape of dispute resolution.
• Diversity in Law: The increase in rankings for women lawyers in jurisdictions like Angola and Ghana marks a step in the right direction toward gender diversity in the African legal market.
• Offshore Jurisdictions: Emerging trends in regulation and ESG principles in places like the Cayman Islands and Bermuda reflect the legal industry’s alignment with global sustainability goals.

The post Chambers Webinar Brief: A 2024 Rankings Snapshot appeared first on Tier One Rankings.