Making meaningful progress on our diversity and inclusion ambitions
As a future facing firm, diversity and inclusion are not just ambitions, they are essential to who we are. We continue to place diversity and inclusion at the centre of our culture and at the heart of our business.
In our UK Pay Gap report, in addition to mandatory reporting on gender, we are again voluntarily sharing data on our ethnicity pay gap and social mobility pay gap for 2024/25.
This year’s report demonstrates continued progress, with pay gaps narrowing across several key populations, including our employee & partner, partner, and business support groups. We are encouraged by the direction of travel, while recognising that pay gap reporting does not reflect workforce composition or job roles. As a result, year-on-year demographic changes, such as joiners, leavers and progression, can drive both narrowing and widening in different areas. Our commitment to being a diverse and inclusive firm is therefore a long-term strategy, and we remain confident that our sustained action will contribute to further progress over time.
We are proud of the representation of women in senior leadership: our board is 40% female and our UK partnership is 38% female. This reflects the strength of our talent pipeline and our continued focus on supporting the advancement of women at all levels of the firm. We also recognise the importance of creating a workplace where everyone, regardless of gender, race or socioeconomic background, can succeed.
With this in mind, we are developing a refreshed Diversity, Equity, Inclusion and Belonging (DEIB) Strategy, built around three pillars: Attraction and Recruitment, Development and Progression, and a Culture of Inclusion – with stronger governance, clearer accountability and a sharper focus on impact measurement. We have also set updated diversity ambitions through to 2028, including targets for female and ethnic minority representation at partner level, reflecting our belief that a diverse partnership is essential to our continued success.
As a large, international law firm, our people are at the heart of what we do. We continue to invest in initiatives such as hybrid and flexible working, mentoring, Time Out and coaching, alongside supportive policies spanning caring responsibilities, menopause, pregnancy and baby loss reflecting our commitment to fostering a culture where our people feel supported, valued and empowered to succeed.
We hope you enjoy reading our UK Pay Gap report for 2025, and please get in touch if you have any questions.
You can download a PDF which provides details about our UK Pay Gap Report 2025 by clicking the link below.
