Of course, blind assessments aren't always failsafe.
Walker Morris has said it is reviewing its diversity processes after it confirmed it had awarded a training contract to the Managing Partner's child.
The Leeds firm, which has 230 fee-earners, picked Managing Partner Malcolm Simpson's offspring as one of 15 trainees who will be joining the firm in an upcoming cohort.
Simpson has occupied several senior positions at the firm including heading up Walker Morris’s US practice and chairing its international committee. He was a partner in the firm's commercial team for 17 years before winning the top job in 2018.
Simpson Jr was lucky enough to obtain a work experience placement at Walker Morris in 2014, and a spot on a vacation scheme this February before securing a sought-after training contract.
Many firms prohibit partners' children from being hired, because it can lead to a perception of bias even if none is present, and can create difficulties for the relation, as well as for other staff working with the individual.
The HR boss at one top City firm which enforces a no-nepotism rule for partners told RollOnFriday, "It's a minefield, which is why we would never go there".
"You've got to think of work allocation, who's going to be responsible for performance reviews, who's going to be responsible for salary reviews - and the smaller the firm, the more difficult it is to disconnect those personal and professional lines", they said.
"As much as people can say they're going to approach it objectively, there is an element of self-preservation, and that unconscious bias is going to be there regardless. It's very difficult to be objective in those kind of situations".
For the child of the partner, as well, "it's a difficult can to be carrying around in terms of people potentially thinking you're only there because of your connections".
Other firms take a different view. Another head of HR at a leading firm told RollOnFriday they did not bar the children of partners or clients from applying for a training contact. "Everyone follows the same process, and if a contact was unsuccessful at one stage, they wouldn't be put forward to the next stage - everyone's treated equally", they said.
A spokesperson for Walker Morris said Simpson was not involved in the firm's graduate or vacation scheme recruitment processes at any stage, with successful candidates "securing placements based on their own performance and merit".
Candidates' CVs and assessments were reviewed on a "completely blind" basis, said the spokesperson, and the firm's assessment team "was not aware of any existing relationship between any candidates and the firm".
Asked whether awarding jobs to senior management's family members aligned with Walker Morris' commitment to diversity and inclusion, the spokesperson said the firm was a signatory to the Law Society Diversity and Inclusion Charter and had "developed an Equality, Inclusivity and Diversity Policy that explains in detail the Firm's commitment to promoting diversity in the workplace".
Although the firm declined to disclose the clauses of its policy which dealt with hiring partners' children, it said, "we work very hard to eliminate bias in the treatment of all our employees and potential candidates at all levels".
Other Walker Morris partners may wish to submit their relations' CVs now, before it's too late. The firm told RollOnFriday it had recently launched "a Diversity initiative which is currently re-looking at all our processes because there is always room to improve and we recognise that having a talented and diverse workforce is key to being able to respond effectively to our wide-ranging client base".