Looking to the future

Continuing to close the gap is a top priority for us and we’re committed to the career development of all our people, however, we know there’s still more to do.

New milestones to reach
Our aims for 2021 and 2022 include attaining the Women in Law Pledge accreditation, helping line managers promote equal opportunities, offering mentoring for underrepresented groups and setting up clear pathways to leadership roles.

Training for the team
All new starters attend an induction that includes an introduction to what equality, diversity and inclusion means in the workplace. We discuss the equality act, share examples and cover different types of discrimination. But it doesn’t end there, employees must do a refresher every two years.

We believe in the value of unconscious bias training too. All staff can learn about what it is and how they can become aware of their own biases. Leaders, managers and anyone involved in recruitment or promotion can also explore how unconscious biases influence decision making.

Diversity targets by 2024: 45% of partners to be female, 20% of partners to be BAME, 71% of those employees paid in the upper quartile to be female and 16% of those employees paid in the upper quartile to be BAME

• Share this