Bowman Gilfillan is involved in a continuous transformation process and in 2004 adopted a Transformation Charter. The Transformation Charter was revised in 2008 with recommendations for the next 3 years.
To be the leading provider of legal services in South Africa and for Africa.
Bowman Gilfillan is committed to:
"Bowman Gilfillan wants to be at the forefront of real change in South Africa. The firm started its transformation journey some years back but now urgently wants to accelerate the process.
For a true metamorphosis to occur, the firm must have bold transformation goals and courageous objectives. It also needs to have practical and measurable action plans to realise its ambitions.
This Charter maps our path through the challenges of the changing South Africa and I am proud to commit Bowman Gilfillan to it."
Bowman Gilfillan believes that the end goals of transformation should be reflected in the means used to reach those goals.
This Charter was therefore formulated in a consultative and participative way.
A forty four member elected focus group which represented all races, genders, levels and regions of the firm was convened.
It participated in a lengthy and detailed environmental scan during which the group was exposed to detailed readings on transformation and to twenty four presentations by experts, clients and alumni. The firm also commissioned detailed cultural, client, and employee transformation surveys.
The focus group then went away together for six days when, with the help of three expert facilitators, it:
The focus group’s ideas were captured in the “Indaba Minute” and were presented to the directors of the firm over two days.
This Charter was then adopted by the directors.
In order to realise its mission and to be true to its values, Bowman Gilfillan has set itself the following transformation goals and objectives:
goal 1 - human resource development
To redress inequalities with regard to race, gender, disability and culture among the firm's employees as soon as practically possible, and to accelerate the development and retention of a diverse pool of skilled employees in the firm in order to achieve equitable representation in all occupational categories and levels of employment.
goal 2 - diversity
To value all people who make up the diverse South African population and to accelerate and cultivate an environment in the firm where diversity prospers.
goal 3 - ownership and control
To ensure that, as soon as practically possible, the people who own and control the firm broadly reflect the diverse racial, cultural and gender profiles of the South African population.
goal 4 - leadership and management
To ensure that, as soon as possible, the people who manage and lead the firm broadly reflect the diverse profile of the South African population and that they are appropriately empowered and skilled to manage the firm towards its strategic objectives.
goal 5 - internal communication
To overcome barriers to communication related to race, gender, culture and status within the firm and to encourage open, honest and effective communication between all people both individually and within appropriate communication forums.
goal 6 - image and profile
To ensure that the firm's image and profile is aligned with its transformation strategy and the new and changing South African environment.
goal 7 - social responsibility
To ensure that the firm makes a contribution to the development of South African society and to disadvantaged people in particular.
goal 8 - clients and practice development
3. The chief executive officer should present the action plans to the Bowman Gilfillan consultative forum for consideration and comment.
The Bowman Gilfillan consultative forum shall be convened on a regular basis to monitor, review and make suggestions to EXCO on the implementation of this Charter.