People
People
Our people strategy is built upon our purpose of helping our clients, our people and our communities to thrive. Our strategic aim is to support our global vision of being a leading global law firm and to deliver a consistent, superior employee experience through the attraction and retention of the best, diverse talent. We bring together different skillsets, global mindsets and approaches. We foster diversity of thought and the freedom to put ideas into action. We have an inherent respect for the individual and we have a strong belief in collaboration and teamwork. We live our values, we are purposeful, purpose-led and support our communities.
We aim to continuously advance our feedback and development culture to foster the growth of everyone and are committed to providing access to fulfilling career opportunities.
We are committed to maintaining a safe, healthy and engaging work environment that goes beyond complying with health and safety laws. We support the mental, social and physical wellbeing of our people.
In addition, we are committed to growing and maintaining a diverse workforce that champions a wide range of perspectives and experiences, and building an inclusive, supportive and respectful environment where people feel able to bring their whole selves to work and can thrive.
We have a recognition scheme, Values in Action, which acknowledges positive behaviours linked to our values and purpose, and rewards colleagues for excellence and contribution to responsible business initiatives that support the firm’s strategy.
Supporting our people
Future of work
Our future of work programme is designed to support the workforce of the future. We support a blended working approach that reflects the needs of our clients, our business, our teams and our people. Our blended working approach means we continue to provide colleagues with the flexibility and support to maintain an effective balance between office and home-based working. Collaboration, teamwork and innovation are essential to the success of our business, and we recognise that regular office attendance brings significant benefits; access to clients, learning and development opportunities and building relationships which are important for everyone but particularly for new joiners, those at the early stages of their careers, those transitioning into new roles, and those wishing to find new challenges or develop new expertise.
Learning and development
We believe people develop through learning and continuous development, and we continue to embed our approach to learning and performance through our feedback and development culture together with an innovative approach to professional development for all of our people. This underpins our high-performance culture so that our people feel managed, supported and developed continuously as part of their everyday experience. Our comprehensive learning programmes are delivered internationally using a blended learning approach, which combines technical, business and professional skills and development. Our Career Hub on our intranet brings together resources and information so that all colleagues can maximise enriching and developmental work experiences to grow their broader career. We have developed specific career tools and guidance for colleagues and centralised our processes for promoting internal development opportunities and vacancies to increase overall transparency and accessibility. We use work allocation and resource processes to embed our “one team” approach to ensure work is allocated fairly based on objective measures of capacity, skills and experience, providing developmental opportunities for fee earners. These activities contribute to our diversity and inclusion agenda.
Employee Assistance Programme ('EAP')
Our EAP is a free, confidential assistance programme available to all colleagues and their immediate family members to provide information, support and guidance 24/7, 365 days a year via telephone, email, web chat, face to face, or online information portals. The EAP actively supports colleagues through everyday matters as well as more significant challenges including mental wellbeing, physical health, work, personal relationships, family and life events.
Health and safety
We maintain high standards of health and safety management and encourage everyone to contribute to their own welfare and that of their colleagues and others affected by our activities. Effective health and safety management, including training, improves performance, raises safety awareness and reduces work related injuries and ill health. Therefore, so far as is reasonably practicable, our objectives aim to avoid accidents, injuries, and ill health, to prevent damage to property and maintain a positive working environment. Our approach is that we all have a personal responsibility for observing safety policies, rules and procedures. Ensuring safety awareness, positive attitudes and continual improvement in safety performance requires the commitment and active involvement of all colleagues including onsite contractors.
Expanding ISO 45001 certification This year we have been working towards extending our ISO 45001 Occupational Health and Safety management certification to all of our International offices. Once complete, we will be able to harmonise our management of Health and Safety, and standardise operational procedures including stress risk assessments and support for new and expectant parents.
Our Dubai office was recently awarded the RoSPA Gold Standard for health and safety in the workplace. This recognition is an example of the progress made with our International offices outside of the UK. Achieving a Gold Standard signifies a very high level of performance, with well-developed occupational health and safety management systems, outstanding risk control, and minimal errors, harm, and loss.
Wellbeing
Our wellbeing strategy is focused on mental wellbeing, physical wellbeing and supporting performance. It also operates hand in hand with other aspects of our wider people strategy, including our culture of continuous feedback and development, and applies across all segments of our diversity and inclusion agenda. We foster openness and encourage discussion on this topic during everyday interactions and more formally in regular management check-in meetings.
Mental wellbeing
Our aim is to provide an inclusive and supportive workplace environment where colleagues can thrive and be open about their mental health. Our objectives are to:
- Increase awareness and understanding for everyone
- Help individuals manage and maintain their mental health and wellbeing
- Signpost support and resources
Physical wellbeing
Physical wellbeing is a key pillar in supporting health, wellbeing and performance. Our aim is to promote and support physical wellbeing as a key component to overall wellbeing in the following areas:
- Exercise
- Nutrition
- Environment
- Health
Supporting performance
High performance is key to our success as a business. Overall health and wellbeing are strong components in our ability to deliver our best work for clients and to work successfully and collaboratively with each other. Our aim is to achieve high performance and optimum client service in a way which is mindful of wellbeing and is sustainable over the short, medium and longer term. Our objectives are to deliver this through:
- Work life balance and blended working
- Inclusive ways of working together
- Continuous feedback and development culture (check-ins)
- Offer of sabbaticals to all employees and partners
We are signatories to the Mindful Business Charter and continue to raise awareness of the importance of wellbeing across all three strands of our strategy via participation in Mental Health Awareness Week (May), World Mental Health Day (October) and through campaigns and contributions from people across our business.
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. Our focus areas include:
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 ethnic backgrounds. Embedding accountability for succession planning and talent progression with reference to targets, 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 the LGBTQ+ community. Building strong advocacy for our LGBTQ+ colleagues through our focus on allyship across all LGBTQ+ identities. 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 socio-economic backgrounds that will help us track our progress. Taking steps to support social mobility by improving access to the legal profession and providing career opportunities for people from a lower socio-economic background. Raising awareness through the promotion of role models and storytelling.
Diversity and inclusion Governance
D&I is championed by senior leadership across all of our offices, and through our Inclusion Council, which is led by our D&I Partner Sponsor, Claire Carroll. Our D&I People networks have visible Partner Sponsor advocates who are committed to supporting our people and driving change. Our D&I progress and impact is regularly measured and monitored, reported to the Board, communicated internally and, where appropriate, externally. We participate in external benchmarks to assess our performance and continue to challenge ourselves.
“The culture of diversity and inclusion at Eversheds Sutherland is the reason why I’ve been here for over 20 years. The key to our success as a global business lies in the importance we place on everyone feeling that they are part of this firm and have the opportunity to contribute. Everybody has a voice. We’ve made great strides, but we always want to do more. As a leadership team, it’s important that we develop the resources and energy needed, but also encourage the business on this journey as well. It can’t just be a leadership matter; it has to involve everybody in the firm.” Claire Carroll, Diversity and Inclusion Partner Sponsor
Our Targets and Progress
- 35% female partners internationally by end 2027 (as at 1 August 2024 31.1%)
- 15% UK ethnic minority partners by 2030 (as at 1 August 2024 9.1%)
- 23% UK fee earners ethnic minority representation by 2030 (as at 1 August 2024 17.5%)
- 24% UK all colleagues ethnic minority representation by 2030 (as at 1 August 2024 17.7%)
- 35% UK trainee solicitors ethnic minority representation by 2030 (as at 1 August 2024 32.5%)
- Promotions – 62% of our new partners promoted across our international offices in 2024 were female
- Hiring – 24% of our UK 2023 September trainee intake were from an ethnic minority and 64% were female
- In our 2024 firmwide colleague Global Engagement Survey, we achieved an Inclusivity Index score of 84%. This indicates that our people feel positively about our approach to inclusion and feel a sense of belonging within our business.
Our targets and progress
female partners internationally by end 2027 (as at 1 August 2024 31.1%)
UK ethnic minority partners by 2030 (as at 1 August 2024 9.1%)
UK fee earners ethnic minority representation by 2030 (as at 1 August 2024 17.5%)
UK all colleagues ethnic minority representation by 2030 (as at 1 August 2024 17.7%)
UK trainee solicitors ethnic minority representation by 2030 (as at 1 August 2024 32.5%)
Promotions – 62% of our new partners promoted across our international offices in 2024 were female
Hiring – 24% of our UK 2023 September trainee intake were from an ethnic minority background and 64% were female
In our 2024 firmwide colleague Global Engagement Survey, we achieved an Inclusivity Index score of 84%. This indicates that our people feel positively about our approach to inclusion and feel a sense of belonging within our business.
Gender and ethnicity pay gap reporting
We are required to report our gender pay gap in the UK, which helps us to better understand where we need to make further improvements and address imbalances. We voluntarily include our partner population in this report, and as signatories of the Business in the Community Race at Work Charter, we are advocates for ethnicity pay gap reporting and have voluntarily reported since 2019. Our gender and Ethnicity Pay Gap report 2023 is made available publicly, and can be found on our website.
Building an inclusive culture
We are proud of our people networks – active groups of colleagues who are passionate about making a positive impact in our business and beyond. Our networks are open to all our employees and partners, and they serve to:
- Help build a sense of community through peer support and a social network across geographical boundaries
- Raise awareness and understanding of D&I
- Provide insight and help highlight barriers to inclusion
- Provide a collective voice for minority groups and act as a sounding board
- Support our engagement with clients and external bodies
Our work is supported by a number of key programmes and initiatives, which we continuously keep under review.
These include:
Our recognition and pledges
We are proud of the progress our people have made towards embedding D&I and good practice across Eversheds Sutherland. Below are some examples of the organisations we are working with, and the awards and recognition we have received.
International
Top 50 Employers for Women for over 15 years.
Listed in the Stonewall Top 100 Employers list in 2024 and awarded a Gold award for LGBTQ+ inclusion in the UK.
Certified as a Disability Confident Employer since 2016.
A business to business global initiative to champion disability inclusion. Signatory since 2019.
Signatory to Women in Law pledge since 2019
Top 50 Employers for Women for over 15 years.
Listed in the Stonewall Top 100 Employers list in 2024 and awarded a Gold award for LGBTQ+ inclusion in the UK.
Certified as a Disability Confident Employer since 2016.
A business to business global initiative to champion disability inclusion. Signatory since 2019.
Signatory to Women in Law pledge since 2019
Signatory to Business in the Community Race at Work Charter since 2018.
Ranked 40th in the Social Mobility Employer Index 2023. This builds on our track record as a Top 75 Employer in the Index since its launch in 2017.
We signed up to the “Menopause Workplace Pledge” Campaign in 2022.
Eversheds Sutherland signed the pledge in April 2023.
We joined other influential organisations in the Trans Rights are Human Rights Campaign in 2020 to demonstrate our support for trans inclusion.
Signatory to Business in the Community Race at Work Charter since 2018.
Ranked 40th in the Social Mobility Employer Index 2023. This builds on our track record as a Top 75 Employer in the Index since its launch in 2017.
We signed up to the “Menopause Workplace Pledge” Campaign in 2022.
Eversheds Sutherland signed the pledge in April 2023.
We joined other influential organisations in the Trans Rights are Human Rights Campaign in 2020 to demonstrate our support for trans inclusion.
We adopted the Halo Code in 2021, recognising the right of staff to embrace all Afro-hairstyles and celebrating our colleagues’ individual racial, ethnic, religious and cultural identities.
We were a founding member of Prime in 2011. We continue to work to improve access to, and socio-economic diversity within, the legal profession.
We are a partner law firm to the GCD&I.
Awarded Bronze Award by the Employers Network for Equality and Inclusion September 2023.
We adopted the Halo Code in 2021, recognising the right of staff to embrace all Afro-hairstyles and celebrating our colleagues’ individual racial, ethnic, religious and cultural identities.
We were a founding member of Prime in 2011. We continue to work to improve access to, and socio-economic diversity within, the legal profession.
We are a partner law firm to the GCD&I.
Awarded Bronze Award by the Employers Network for Equality and Inclusion September 2023.
Europe
Signatory to the German Diversity Charter since 2019.
Signatory to the French Diversity Charter since 2008.
Signatory to the Charter of the Legal Diversity and Inclusion Alliance in Belgium since January 2023.
Signatory of LGBT+ Charter since 2018; renewed 2023.
LILLA member since February 2023.
Signatory to the German Diversity Charter since 2019.
Signatory to the French Diversity Charter since 2008.
Signatory to the Charter of the Legal Diversity and Inclusion Alliance in Belgium since January 2023.
Signatory of LGBT+ Charter since 2018; renewed 2023.
LILLA member since February 2023.
Asia
Hong Kong LGBT+ Silver Inclusion award 2021.
Signatory to Hong Kong Racial Diversity and Inclusion in the Workplace Charter since 2022.
Hong Kong LGBT+ Silver Inclusion award 2021.
Signatory to Hong Kong Racial Diversity and Inclusion in the Workplace Charter since 2022.
Our contacts
For any questions surrounding this report please contact:
Judith Green Chief Strategy and Communications Officer T: +44 20 7919 0545 judithgreen@eversheds-sutherland.com
Ikramul Choudhury Senior Manager - Responsible Business T: +44 20 7919 4513 ikramulchoudhury@eversheds-sutherland.com
© Eversheds Sutherland. All rights reserved. Eversheds Sutherland is a global provider of legal and other services operating through various separate and distinct legal entities. Eversheds Sutherland is the name and brand under which the members of Eversheds Sutherland Limited (Eversheds Sutherland (International) LLP and Eversheds Sutherland (US) LLP) and their respective controlled, managed and affiliated firms and the members of Eversheds Sutherland (Europe) Limited (each an "Eversheds Sutherland Entity" and together the "Eversheds Sutherland Entities") provide legal or other services to clients around the world. Eversheds Sutherland Entities are constituted and regulated in accordance with relevant local regulatory and legal requirements and operate in accordance with their locally registered names. The use of the name Eversheds Sutherland, is for description purposes only and does not imply that the Eversheds Sutherland Entities are in a partnership or are part of a global LLP. The responsibility for the provision of services to the client is defined in the terms of engagement between the instructed firm and the client.
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