Like any family, we’re all different – and that’s something we celebrate.

We mark key events, as well as listen to our ethnic minorities, LGBT+ (lesbian, gay, bisexual and transgender plus), sex and gender, and disability networks who highlight various issues and provide support. These are then reported directly to the Anthony Collins Solicitors (ACS) board and help shape plans for the future.

Stamping out racism
ACS support Wear Red Day, an initiative started by charity Show Racism the Red Card (SRTRC) who utilise the high-profile status of football and football players to help tackle racism in society.
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Transparency is key
In our 2020 gender and ethnicity pay gap report, we published our ethnicity pay gap for the first time, as well as shared our partner pay data for gender and ethnicity.

What we found:

  • 18.5% of our workforce identify as ethnic minorities.
  • Our mean ethnicity pay gap is 4.4% across the employees of the firm.
  • Our ethnicity pay gap is understood when we see that only 13% of our upper pay quartile employees are ethnic minorities.
Bollyglow at ACS - employees dressed in Indian clothes to raise money for Child Brain Injury Trust

Bollyglow at ACS - employees dressed in Indian clothes to raise money for Child Brain Injury Trust

Commitments for 2021-2022

  • Women in Law Pledge Accreditation - We've made a commitment to a number of initiatives to improve gender diversity within our firm, particularly at senior and leadership levels.
  • Line management - Reviewing structures, and then training and equipping line managers to ensure equality of opportunity for all, and consistency in approach to requests for flexible working.
  • Mentoring and coaching - Targeted mentoring and coaching initiatives to help our most under-represented groups of employees (women and ethnic minorities employees) progress through the firm.
  • Pathways to leadership roles - Ensuring our fee earners, (i) are clear on what it means and what it takes to become a partner and (ii) have access to support to get them to a partner/legal director role should they so desire.