Our progress.

Since placing Inclusion at the top of our agenda, we have created a global Inclusion Steering Group with visible Inclusion Leaders, developed our Inclusion Networks, captured the views and experiences of colleagues via Inclusion surveys and listening exercises, and purposefully embedded Inclusion throughout our firm-wide strategy.

Our bold and ambitious Inclusion Strategy is supported by a robust action plan, and we have a dedicated Inclusion Manager to drive our Inclusion Strategy forward.

Here are some of the steps we have taken to help build an authentically inclusive workplace for our people:

• Created an Extended Inclusion Steering Group to actively involve representatives from our Inclusion Networks in shaping and informing our global Inclusion approach.
• Launched gender diversity aspirational milestones for partners and leadership.
• Participation in the 'Moving Ahead: Mission Gender Equity' global cross-company mentoring programme, as part of the 30% Club campaign.
• Launched Inclusion Networks open to all colleagues for Ability, Faith, Family Friends & Carers, Gender, LGBT+ and Friends, Race & Ethnicity and Wellbeing to help create safe spaces to share experiences and learn how to be effective allies.
• Invested in corporate memberships with the Business Disability Forum, Work Life Central, Employers Network for Equality & Inclusion and Stonewall to ensure we have access to best practice guidance, advice and resources.
• Introduced our Dignity at Work Policy and supporting anonymous speak-up channel, reaffirming our commitment to providing an inclusive workplace and expectations for everyone to treat each other with dignity and respect.
• Run Inclusion education and awareness learning programmes for leadership and all colleagues; including the introduction of a virtual-reality learning programme which aims to provide a safe space to practice having inclusive and inclusion-related conversations to help bridge the gap between 'knowledge' of best practice and active 'implementation' in day-to-day behaviours, interactions and decision making.
• Run sessions for all colleagues to help open up conversations on topics including the menopause, experiences of women in the workplace, men's health and wellbeing, race and ethnicity, LGBT+ inclusion, disability neurodivergent and long-term conditions, social mobility, and mental health.
• Supporting conversations about workplace adjustments, including embedding of regular opportunities to discuss during recruitment and on-boarding processes.
• Updated our flexible working policy and introduced a working from home policy.
• Enhanced our parental leave policies to support working parents.
• Launched a new, more inclusive, fee-earner bonus scheme.
• Updated our internal House Style Guides to support a gender-neutral language approach.
• Support the Hong Kong LGBT+ Attorneys (HKGALA) Network and regularly attend and sponsor Pride activities across our global locations including the Cayman Islands, Guernsey, Jersey, and London.
• Support our people to share an important aspect of their identity, and signal allyship to our trans and non-binary colleagues and clients, through sharing pronouns in email signatures.
• Voluntarily publish our Global Gender Pay Gap Report annually.

Our aspirational milestones. 

We're committed to building diverse and inclusive teams across our firm. We have set the following aspirational milestones to support this, which we will keep under continuous review alongside our action plan. 

We recognise that gender is just one aspect of diversity, and we aim to develop further aspirational milestones as we progress through our Inclusion journey. 

Gender diversity for partners and leadership: 

2025 - 30:50:20
minimum of 30% female, 50% male, 20% any gender identity (including non-binary, trans or any other gender identity)

2030 - 40:40:20
minimum of 40% female, 40% male, 20% any gender identity (including non-binary, trans or any other gender identity)

In support of these aspirational milestones, our actions include to:

• • Review our approach to performance, development, reward and promotion to identify and interrupt opportunities for bias
  • Conduct focus groups to identify barriers and understand the lived experiences of our female talent
  • Establish and embed policies and processes that ensure fair and equitable access to career vitality 
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  We will be transparent with our progress towards our aspirational milestones and actively encourage open communication, feedback and sharing.