Affinity networks, diversity and inclusion groups, call them what you will, these groups are an increasing trend in the corporate world. And that includes law firms in the City of London.

Mayer Brown recently hosted one of the Lord Mayor's Power of Diversity panel sessions focusing on the design of affinity network groups. The panel included people who work with disability networks, LGBT networks, women's networks and more. There were representatives from law firms as well as institutions including Barclays, HSBC and MasterCard. Networks are "in" and the City is catching on that they are a good thing.

The event wasn't designed to discuss the merits of diversity. Everyone at the event accepted the basic premise that diversity per se is a good thing, so this was a case of preaching to the converted, at least to some extent. Instead, the event was designed to look at why networks are important and how to make sure that networks are more than just talking shops.

But perhaps "talking shops" is the wrong phrase to use. One of the points that was made at the meeting was "if it's not being talked about, it's not on the agenda". Meaning that if sexuality, gender, ability, race, religion (pick an "affinity") are not being talked about, there is no way for a business to know not just that there is no active discrimination, but that it is a welcoming place to the diverse range of people that make up the human race. Or to be commercial about it, the range of people that make up potential partners, directors, employees and clients.

Although it is important to make sure that diversity and inclusion is on the agenda, there is a risk that any group with one affinity getting together is really just an opportunity to complain. One of the key messages of this panel session was the importance and the difficulty of ensuring that the affinity network is serving a more useful purpose.

Mayer Brown has three networks in the London office – Women, LGBT and Family. As part of our approach we recently created steering committees for each network, whose role is to raise awareness on the issues affecting those in the group, provide direction and advance action on points that need to be addressed by the firm.

Our three groups are working to ensure that we maintain an environment which is inclusive for all. We liaise with groups outside the firm, and with our clients, to ensure that we are both promoting inclusivity and benefiting from the progress and ideas that others have developed. Our approach is very much reflected by joint events with clients and others (such as the Lord Mayor's Appeal) which enable our people to participate in a professional network of support on issues such as talent retention, balancing careers and family and women in leadership.

Several of the speakers at the recent event focussed on the importance of ensuring that the messages of the affinity group are heard and appreciated outside of the group. One key suggestion was to have a senior person within the business be part of the steering committee for a network with which they do not share the affinity, eg a straight person on the LGBT committee, a man on the women's network committee, etc. This ensures that the group is not isolated into a complaint forum, as well as providing an immediate champion to the business more widely for the group's agenda.

From Mayer Brown's perspective, we have found wider benefits to having champions from across the business within our networks. Our networks have created a forum for discussions by lawyers and non-lawyers across different practices and departments, which is incredibly valuable and this is something that we encourage.

Another question raised during the session was how to measure the success of a network. Our networks are a vital source of feedback across a range of developmental areas, including policies, procedures and training. This ensures that their activity can be closely linked to measurable advances within the firm.

Another factor that was emphasised is the need for personal stories, so that people outside the network can appreciate the impact that the network is having. Videos from individuals who explained the differences that the networks had made to their lives as employees spoke volumes. The speakers pointed to the significant increase to the numbers of their employees who had joined their groups once the networks were given a voice.

The need for impetus is key. All of the speakers and many of the attendees at the session acknowledged the dual difficulty in engaging people who share an affinity, as well as engaging the business more widely. As mentioned above, there are ways of seeking to ensure that the groups are not insular/isolated, but none of that will make a difference if the group itself is not energised.

Angus Duncan is an insurance partner and LGBT committee member at Mayer Brown and Kate Hollis is senior HR manager and diversity lead