Gender

Gender Action Plan

We have a Gender Action Plan in place that was developed in consultation with women at the Firm and continues to be shaped by the experiences and perspectives gathered through our Gender Network.

A key focus of our Gender Action Plan is improving the representation of women in Partnership and wider leadership roles. Following consultation, we set an ambitious target of 35% female representation in our UK Partnership by 2024. As of November 2023, women represented 34% of our UK Partnership, with the figure fluctuating as Partnership numbers change. Our aim is to maintain or exceed this level in the years ahead, while continuing to hold ourselves accountable for progress. We also exceeded our 2025 target of 30% female representation in leadership roles, reaching 37%.

Gender Network

Our Gender Network helps shape Firm initiatives and advance DEI, with a focus on gender, by sharing information, raising awareness and marking key dates.

It provides a safe, supportive and empowering space for colleagues of all genders to share experiences and discuss issues in and beyond the workplace, while also supporting allies across the Firm to engage with and champion this agenda.

Feedback and work from the Gender Network have informed a number of material changes and new initiatives, including some of those listed below.

Other initiatives include:

• We are signatories to the Women in Law Pledge, created by The Law Society in partnership with the Bar Council of England and Wales and CILEx to keep gender equality at the forefront of the legal profession.
• We support colleagues at different life stages through policies including our Menopause Policy, which provides practical guidance, encourages open conversations, and helps colleagues access adjustments and support where needed. This is complemented by Firm-wide menopause awareness sessions, our Workplace Reasonable Adjustments Policy and our Carers Policy, helping both those directly and indirectly affected to feel informed and supported.
• Each year, we mark International Women’s Day by creating opportunities to hear from women across the Firm and from influential voices in the wider profession. This year, we paired senior and junior women at the Firm to share perspectives, build connections and learn from one another.
• Each year, we mark International Men’s Day by raising awareness of issues affecting men’s wellbeing, including mental health and suicide prevention.
• We continue to run our Women in Leadership series, which aims to support the growth and development of women in leadership positions and the Next Gen, both inside and outside the Firm. Events seek to build a welcoming and collaborative environment where everyone feels valued, recognising that we draw strength from our differences.
• Refreshed our mentoring and reverse mentoring schemes to foster a more inclusive culture, support mutual development, and create opportunities for colleagues to share perspectives, lived experiences and knowledge.
• Gender-Inclusive Drafting guidance to ensure we are mindful of gendered language, no assumptions are made about a person’s gender, gender identity or sexual orientation, and that gender stereotypes are not reinforced.
• Corporate membership of WorkLife Central which provides resources on inclusion, wellbeing, careers, parenting and caring.
• Support for new and expectant parents, including mentoring, individual and group coaching, parenting clinics with an external specialist, and an informal buddying scheme for working parents.