We recognise the need to continually improve our diversity and inclusion processes, to achieve our goal of being an inclusive firm in which everyone feels that they belong and where diversity is valued.

Some of our recent actions and achievements include:

• Undertaking a review of family policies across the firm, including maternity and paternity policies. We have also reviewed how we can support individuals returning to work after periods of leave, including providing coaching.
• Launching an internal inclusion and belonging survey to ensure individuals feel they can express their views on belonging and inclusivity.
• Following focus group sessions involving representatives from across the firm, launching “Performance Snapshots”, a revised appraisal process designed to be modern, inclusive and support our D&I strategy.
• Creating monthly and quarterly dashboards to capture diversity data, including promotion analysis, headcount at different levels of seniority, joiners and leavers.
• Making changes to our membership agreement to include gender neutral language, and ensuring we are using gender neutral language when we correspond with third parties.
• Identifying necessary changes to recruitment processes including introducing structured interviews for certain roles.
• 78% of our paralegals are female. We recruit our trainees exclusively from our paralegal class; 71% of our current trainee classes are female.