#SRA4HR – Episode 2: Navigating the SRA’s Approach to Internal Investigations

In this Women in Sport podcast, Ruth Nelson, Emma and Mitchell discuss: Ruth’s remarkable path into combat sports, from taking up kickboxing as a young mother to becoming one of Britain’s most formidable female fighters. The evolution of women’s participation in combat sports, including the growing visibility of female athletes and the influence of icons such as Ronda Rousey. The realities of competing at elite level while working full‑time, challenging traditional ideas of what it means to be a “professional athlete”. Ruth's experience training with male‑dominated MMA environments, building confidence, and forming lasting relationships within the martial arts community. The importance of representation and role models, including the impact of Ruth’s own achievements on younger athletes — and even her own son, who later competed for Team GB. Barriers faced by women in combat sports, from gender bias and under‑recognition to physiological challenges such as training and competing while managing the menstrual cycle. Ruth's involvement in the feature film Tramp, portraying a fighter navigating motherhood, physical change and resilience — and how the story reflects the real lived experiences of many women in sport.

In this next episode of #SRA4HR, Managing Partner Clare Murray and regulatory/professional discipline Partner Andrew Pavlovic discuss the SRA’s focus on internal investigations, including: - Why the SRA care about them - The consequences for individuals (including HR professionals) and firms for failing to investigate matters or investigating them inadequately - The choice of investigator and how this interacts with SRA Principle 3 – the obligation to act with independence - Self-reporting – at what point during the firm’s investigative process does the SRA need to be notified - Disciplinary outcomes – what are the key considerations from a regulatory perspective and what needs to be reported to the SRA at the conclusion of the firm’s process - SRA investigations – what happens during the course of an SRA investigation and how HR can support individuals throughout this process If you are a law firm HR professional and have any questions arising from this recording, or would like to discuss further, please contact Partners Andrew Pavlovic or Clare Murray.

In this audio recording of the webinar recording, Corinne Staves (Partner at CM Murray LLP), David Shufflebotham (Founder at PepUp Consulting) and Zulon Begum (Partner at CM Murray LLP) join webinar chair ​Rob Millard PhD (Director at Cambridge Strategy Group) to discuss how AI is redefining partner roles and governance models and how it demands new approaches to talent development, retention and succession. In particular, the panel discuss: AI’s Impact on Legal Careers: How is AI changing workflows and career paths for legal professionals at all levels?   Skills for the Future: Are your teams developing the emotional intelligence, adaptability, digital literacy, entrepreneurial thinking and evaluative judgement needed to succeed?   Training and Leadership: Is your firm’s approach to training and mentorship keeping pace with rapid technological change?   Succession Planning Pressures: Firms must maintain strong talent pipelines and adapt culturally as AI, private equity and partner mobility reshape the landscape.   Evolving Partnership Structures: The fixed share and equity partnership landscape is shifting, requiring new strategies for performance, evaluation and recruitment.  PE investment is also a key driver for the adoption of technological solutions.   Regulatory and Ethical Challenges: Are you addressing bias in AI-driven decisions and ensuring client service, confidentiality and fair recruitment and promotion? Are regulators ensuring regulation keeps pace with technological advancements?   Retirement and Partner Exits: AI is influencing attitudes towards retirement; how proactive is your firm in assessing valuable partner performance/contribution in an evolving market and supporting transitions and succession?   Strategic Agility: Law firms need to be forward-looking and agile, investing in continuous development of people and processes to thrive in a changing market.

We are delighted to share the tenth episode of our Women in Sport Podcast, where we discuss developments, initiatives, and issues relating to women in sports and the associated legal implications. In this episode, Partner Emma Bartlett and Associate Solicitor Mitchell Blythe are joined by a special guest, former England and Harlequins rugby player, Shaunagh Brown to discuss the following: 1. Shaunagh’s sporting journey, from representing England in the hammer throw in the 2014 Commonwealth Games to representing England in the Rugby World Cup Final against New Zealand in 2021. 2. The recent Red Roses historic victory over Canada in the Rugby World Cup Final 2025 at the Allianz Stadium. 3. Being called to Parliament in 2023 to give evidence to the Women & Equalities Committee on sexism in sport. 4. The importance of visibility and role models in sport. 5. The future of women’s rugby and we name our stand-out superstars from the Rugby World Cup 2025.

Following the 6th IFSEA International Conference on Executive & Founder Issues in June 2025, we are delighted to share with you a follow up podcast on the session, ‘Navigating Reverse Discrimination: Addressing Concerns of Those Who Feel Diversity Targets are Working Against Them’. Listen to the recording here and see below for further details. In this brilliant episode, the IFSEA annual conference panellists examine the legal frameworks, workplace practices and cultural contexts that shape evolving debates around equality and inclusion in the UK, Sweden and the US. This is essential listening for senior executives and founders seeking to lead inclusively while mitigating legal and reputational risk. - Carl-Frederik Hedenström, CFH Law (Sweden) (Chair) - Claire Dawson, BDBF (UK) - Camille Olson, Seyfarth Shaw (Chicago & California, USA) In particular, the panel discuss: - What can we understand reverse discrimination to mean? - Different jurisdictional approaches to positive action and affirmative action - The ways in which particular contexts, such as political shifts and systemic bias, can influence leadership and employer policies and best practice - How do these conversations underscore the tension between equality of treatment and actual equity in recruitment and representation? - The importance of balancing legal compliance with cultural and reputational considerations We also thank Regan O’Driscoll of Simmons & Simmons LLP (Ireland), who was unable to join the podcast, but attended as a panellist on the day of the conference and provided excellent insights.

Anonymity in workplace investigations is a double-edged sword: it can protect whistleblowers but also complicate investigations and fairness. In the recording of our recent IFSEA webinar, we were joined by: - Rachida el Johari, Sagiure Legal, Amsterdam - Mathilde Houet Weil, Weil & Associés, Paris - Colleen Cleary, Simmons & Simmons, Dublin - Andrew Pavlovic, CM Murray LLP, London - Emma Bartlett, CM Murray LLP, London (Chair) The key highlights covered in this webinar include: Jurisdictional Differences: - In Ireland, anonymous complaints may not require action, risking procedural issues. - In France, anonymous statements are allowed but must be supported by other evidence; cultural sensitivities are significant. - In the UK, anonymous complaints are accepted if detailed, but pose evidentiary challenges. The Netherlands emphasises fair trial rights, making anonymous reporting complex. Investigator & Regulator Challenges: - Anonymous reports protect identities but make evidence gathering and transparency harder. Regulators like the SRA and BSB struggle to act on such complaints. Practical Guidance: - Investigators should build trust, follow clear protocols, and explain the process to all parties. Policies should discourage anonymity where possible, ensuring fair hearings and due process. Bystander Role: - Employees must be empowered to report misconduct, with clear escalation routes and cultural support. - Organisations should review their investigation policies to balance confidentiality, fairness, and legal compliance. If you have any questions relating to this recording or if you would like discuss work place investigations in further detail, please contact Partners Emma Bartlett or Andrew Pavlovic.

In the third and final episode of our podcast series with Emily Kaufer, Senior Director of Human Rights and Harassment at Air Canada, Emma Bartlett, Partner, and Gabrielle Lintott, Senior Associate, at CM Murray LLP, discuss some of the reputational issues at play when it comes to workplace investigations. In this recording, Emma, Gabrielle and Emily discuss reputational issues in the context of investigations, including cross-border investigations, with a particular focus on: The potential detrimental impacts on reputation where an organisation fails to respond to allegations of inappropriate workplace conduct or carry out a poorly managed investigation   Strategies for addressing and minimising reputational issues and risk   Risk management verses crisis management, and dealing with the fallout of an improper investigation and threats to reputation   The intricacies of cross border investigations and how cultural considerations might play a role in an investigation process Listen to the previous episodes in the series below: Bias in Workplace Investigations Domestic Violence and Sexual Harassment Related Investigations If you have any questions regarding this discussion or require advice regarding workplace investigations, please do not hesitate to contact Partner Emma Bartlett, Senior Associate Gabrielle Lintott, or another member of our Investigations Unit. CM Murray LLP is a leading specialist employment, partnership and regulatory law firm. We are ranked Tier 1 and Band 1 in Legal 500 and Chambers and Partners for Partnership Law and Senior Executives and are recognised as having "a truly exceptional culture. The overwhelming sense that you are in hands of superb experts who are highly compassionate and understand the unique pressures their client has." (Legal 500 UK, 2026). Legal 500 UK 2026 ranks Partner Emma Bartlett as a Leading Partner in the field of Senior Executives: "Emma has deep experience in negotiation and is a trusted advisor and defender of the rights of her clients. It is her personal and professional character that stands out as distinctive qualities." Legal 500 UK 2026 recognises Senior Associate Gabrielle Lintott as a Key Lawyer in the field of Employment - Employers: "Gabrielle Lintott is a joy to work with - her instructions are fastidiously prepared and get to the crux of a dispute. She is extremely responsive and hardworking and a real up and coming name in the field."

We are delighted to share with you the recording of our recent webinar, Professional Services in the Age of AI: Regulation, Strategy, and Real-World Impact. In this discussion, Anthony Davis (FisherBroyles), Devika Kewalramani, (FisherBroyles), Dr Robert Millard (Cambridge Strategy Group), David Shufflebotham (PepUp Consulting) and Nick Leale (CM Murray LLP) join chair Corinne Staves (CM Murray LLP) to explore the impact of technology on professional services firms, with a particular focus on regulation. Topics covered include: - How is technology reshaping professional services firms? From AI-powered research and disclosure tools to virtual client engagement, technology is now embedded in every aspect of firm strategy and operations. - What are the implications for structure, pricing, and regulation? AI is driving a shift away from traditional leverage models, elevating the role of technologists and challenging the billable hour. Value-based pricing is gaining ground and firms must rethink how they assess and compensate their partners. - What regulatory and ethical risks must firms manage? Competence, confidentiality, and supervision remain central. Firms must develop clear AI policies, invest in training and maintain strong oversight - particularly as regulatory scrutiny increases. - What practical steps should firms take now? Define your AI business case, benchmark tools, train your teams, and document compliance. The next generation of lawyers is already embracing AI - leaders must act now to stay ahead. This summary was drafted using Microsoft Copilot, as part of our ongoing exploration of how AI can support and enhance professional services. If you would like to discuss any aspect of AI in relation to your firm, or if you have any specific questions arising from this discussion, please contact Partner and non-contentious partnership specialist Corinne Staves, or Partner and leading regulatory law specialist Nick Leale. For example, CM Murray LLP can assist firms with reviewing their HR, risk management and other policies and/or their terms of business, on changes to governance and compensation systems for partners as a result of the increased adoption of technology and the regulatory implications of the use AI and technology in client service.

Following the 6th IFSEA International Conference on Executive & Founder Issues in June 2025, we are delighted to share with you a follow up podcast on the session, ‘Shielding Your Team: Enhancing Safety and Security in the Modern Workplace’. Watch the video, listen to the recording or read the transcript. In this engaging discussion, the panellists revisit key themes from their session at this year’s IFSEA conference - identifying risks to employee wellbeing, exploring preventative strategies, and considering how organisations can respond effectively when harm occurs. - Suzanne McKie KC, Farore Law (UK) - Andre Royer, Borden Ladner Gervais LLP (Canada) - Anne Davies, Richardson Lissack (UK) - David Fisher, CM Murray LLP (UK) (Chair) In particular, the panel discuss: - Understanding the organisational impact of personality-affecting disabilities and how adverse behaviour can affect team dynamics and wellbeing - Approaches in the private sector in Canada that are shifting perceptions of mental health - Lessons from workplace tragedy linked to excessive pressure and how leadership can respond to prevent future incidents - Exploring the legal avenues available to employers - including injunctions - when addressing serious misconduct in the workplace

Following the 6th IFSEA International Conference on Executive & Founder Issues in June 2025, we are delighted to share with you a follow up podcast on the session, ‘Breaking the Silence: “Everyone knew but no one did anything” – Tackling Workplace Harassment and Bullying, and Ineffective Regulation’. Watch the video, listen to the recording or read the transcript. In this excellent discussion, the IFSEA annual conference panellists examine employer obligations regarding workplace harassment and bullying, as well as the key issues around addressing – and failing to address – misconduct. - Chair: Beth Hale,CM Murray LLP (UK) - Andrew Pavlovic, CM Murray LLP (UK) - Nick Vamos, Peters & Peters (UK) - Mathilde Houet-Weil, Weil et Associes (France) - Lori L. Deem, Hughes Socol Piers Resnick & Dym, Ltd (Chicago, USA) In particular, the panel discuss: - What responsibilities are placed on the employer in the UK, France and the US? - When does inaction bear regulatory and/or criminal consequences? - The ethical and legal implications of using NDAs to conceal repeated wrongdoing. - Current practices aimed at preventing the hiring of the rolling bad apple. - How can senior leaders, regulators and governments do better?