Our approach to diversity and inclusion
Our diversity and inclusion (‘D&I’) strategy is underpinned by our purpose and values. We focus on building a culture of inclusion where each person feels able to be their true self at work and everyone can thrive. We have an inherent respect for the individual and a strong belief in collaboration and teamwork. We share ideas, ask questions, solve challenges and meet our clients’ goals together.
A strategic priority
Our global diversity strategy is aligned with our business strategy, and we seek to embed D&I into our everyday behaviours, processes, systems and activities. This is part of our business-as-usual activity with colleagues, clients and suppliers. We define goals and targets, and we review and measure our progress and impact with a focus on:
Recruitment
Embedding inclusive hiring practices across all levels, taking a targeted hiring approach to build connections and address imbalances, particularly at senior levels.
Promotion
Focussing on the career development and progression of diverse talent through core programmes, specialist coaching and sponsorship.
Retention
Embedding inclusive behaviours, supporting colleagues to be effective allies, and ensuring that our policies and practices are aligned to our D&I goals.
We recognise there are many facets of diversity, and the way they intersect shapes our individual identity, preferences, thinking and behaviours. Whilst building a culture of inclusion for all, we recognise that some groups may have greater challenges to overcome. Therefore, we focus on certain priority strands, acknowledging the different nuances that exist across the regions and countries in which we operate.
Disability
Ensuring our processes, programmes, and facilities support our people with disabilities, and that we create an environment in which people feel comfortable and confident being open about their individual needs. This incorporates work to build support and better understand invisible disabilities, conditions and neurodiversity.
Ethnicity
Building a strong pipeline of ethnic minority talent, ensuring our processes for hiring are inclusive, promoting visible role models, internally and externally, and raising awareness and understanding of the experiences of colleagues from different backgrounds. Embedding accountability for succession planning and talent progression, and ensuring that ethnic minority colleagues are able to reach their full potential.
Faith
Ensuring that colleagues' values and beliefs are supported at work and are respected, celebrated and shared. Raising awareness, knowledge and mutual understanding of the traditions and practices of different faiths and beliefs. Providing work flexibility and facilities to help accommodate colleagues of all faiths and beliefs.
Gender
Focussing on the career development and progression of female talent through core programmes, specialist coaching, and sponsorship. Utilising data to better understand challenges and barriers to achieving our gender targets, and implementing interventions informed by our data and external benchmarking. Embedding inclusive hiring practices across all levels, incorporating targeted hiring with a focus on building connections and addressing gender imbalances, particularly at senior levels. Embedding inclusive behaviours, supporting colleagues to be effective allies, and ensuring that our policies and practices are aligned to our goal of achieving greater gender equality.
LGBTQ+
Ensuring we are open and visible in our support of our LGBTQ+ community. Building strong advocacy for our LGBTQ+ community through our focus on allyship. Ensuring we have inclusive benefits and policies open to all and that appropriately meet the needs of LGBTQ+ colleagues.
Parents and carers
Embracing flexibility that supports different types of home-life arrangements and is sensitive to cultural differences. Providing a supportive environment where parents and carers can have fulfilling careers alongside their home commitments. Championing working parents and carers and helping to dispel myths and gender stereotypes.
Socio-economic diversity
Collecting data on social mobility that will help us track our progress. Taking steps to improve access to the legal profession and career opportunities for people from a lower socio-economic background. Raising awareness through the promotion of role models and storytelling.
Our International Equality and Diversity Policy is publicly available on our website.
Our approach to diversity and inclusion
Our diversity and inclusion (‘D&I’) strategy is underpinned by our purpose and values. We focus on building a culture of inclusion where each person feels able to be their true self at work and everyone can thrive. We have an inherent respect for the individual and a strong belief in collaboration and teamwork. We share ideas, ask questions, solve challenges and meet our clients’ goals together.
A strategic priority
Our global diversity strategy is aligned with our business strategy, and we seek to embed D&I into our everyday behaviours, processes, systems and activities. This is part of our business-as-usual activity with colleagues, clients and suppliers. We define goals and targets, and we review and measure our progress and impact with a focus on:
Recruitment
Embedding inclusive hiring practices across all levels, taking a targeted hiring approach to build connections and address imbalances, particularly at senior levels.
Promotion
Focussing on the career development and progression of diverse talent through core programmes, specialist coaching and sponsorship.
Retention
Embedding inclusive behaviours, supporting colleagues to be effective allies, and ensuring that our policies and practices are aligned to our D&I goals.
We recognise there are many facets of diversity, and the way they intersect shapes our individual identity, preferences, thinking and behaviours. Whilst building a culture of inclusion for all, we recognise that some groups may have greater challenges to overcome. Therefore, we focus on certain priority strands, acknowledging the different nuances that exist across the regions and countries in which we operate.
Disability
Ensuring our processes, programmes, and facilities support our people with disabilities, and that we create an environment in which people feel comfortable and confident being open about their individual needs. This incorporates work to build support and better understand invisible disabilities, conditions and neurodiversity.
Ethnicity
Building a strong pipeline of ethnic minority talent, ensuring our processes for hiring are inclusive, promoting visible role models, internally and externally, and raising awareness and understanding of the experiences of colleagues from different backgrounds. Embedding accountability for succession planning and talent progression, and ensuring that ethnic minority colleagues are able to reach their full potential.
Faith
Ensuring that colleagues' values and beliefs are supported at work and are respected, celebrated and shared. Raising awareness, knowledge and mutual understanding of the traditions and practices of different faiths and beliefs. Providing work flexibility and facilities to help accommodate colleagues of all faiths and beliefs.
Gender
Focussing on the career development and progression of female talent through core programmes, specialist coaching, and sponsorship. Utilising data to better understand challenges and barriers to achieving our gender targets, and implementing interventions informed by our data and external benchmarking. Embedding inclusive hiring practices across all levels, incorporating targeted hiring with a focus on building connections and addressing gender imbalances, particularly at senior levels. Embedding inclusive behaviours, supporting colleagues to be effective allies, and ensuring that our policies and practices are aligned to our goal of achieving greater gender equality.
LGBTQ+
Ensuring we are open and visible in our support of our LGBTQ+ community. Building strong advocacy for our LGBTQ+ community through our focus on allyship. Ensuring we have inclusive benefits and policies open to all and that appropriately meet the needs of LGBTQ+ colleagues.
Parents and carers
Embracing flexibility that supports different types of home-life arrangements and is sensitive to cultural differences. Providing a supportive environment where parents and carers can have fulfilling careers alongside their home commitments. Championing working parents and carers and helping to dispel myths and gender stereotypes.
Socio-economic diversity
Collecting data on social mobility that will help us track our progress. Taking steps to improve access to the legal profession and career opportunities for people from a lower socio-economic background. Raising awareness through the promotion of role models and storytelling.