I&D DNA focuses on our inclusive and innovative programme of internal, client and community activities. These are generally visible, high-profile activities in which all our people can get involved.
The main strands of I&D DNA include:
- Inclusive Recruitment. This includes our award-winning Diversity Access Schemes. Career Focus Partnership with Queen Mary's University London and University of Manchester, and expanding Solicitor Apprenticeship programme.
- Social Mobility and STEM-focused Outreach, including our partnership with Cyber Girls First and our YourCity partnership with the Windsor Fellowship.
- Clients & Networks
- Mental Resilience Programme.
Balanced Talent Pipeline focuses on our internal people systems and processes, ensuring a level playing field with respect to development and progression for everyone within the firm.
In addition to the activities above, a main component of our I&D strategy is an inclusive action plan focused on all our internal processes, ensuring that all our people can thrive at the firm regardless of their background. This complements our outreach to schools and universities where we aim to help students and others in our communities to access opportunities inclusively.
Finally, the firm has signed up to the UK Race Fairness Commitment.
As a firm, we are taking the time to listen and learn from our colleagues. In addition to our external partnerships, we internally look to ensure that colleagues have a safe space to speak about their experiences and to call out anything that does not sit well with our values or I&D focus. These include:
- Pride: Established in 2011 to provide information and support on LGBTQ+ issues.
- Women@Work: Established in 2017 to address and tackle issues faced by women in the workplace and highlight and promote opportunities
- Rise: Established in 2017 as an action group for any member of staff who recognises the value of better reflecting our diverse society in our work place.
- Mental Resilience: Established in 2015 to provide mental health first aid and a forum to discuss mental health concerns.
- Discover: Established in 2021 to address the needs of disabled employees and implement change.
- Menopause: Set up in 2021, alongside the Menopause Support Policy, to highlight the impact menopause can have on our female colleagues, their line managers and other employees in the workplace.
For more information, contact Jay Wetterau, Head of Inclusiveness and Diversity or Justina Omotayo, Senior Manager, Inclusiveness and Diversity.
SRA Monitoring statistics (2023)
Gender Pay Gap Report (2022-23)