So you can effectively manage your business risks, we provide you with responsible advice. Yes, we can get creative with our solutions, but we act with responsibility so you get the reassurance you need.
This behaviour extends to everything we do, including our employment practices. Primarily because it’s the right thing to do, but also because equality and diversity offers up unique business solutions to your challenges.
Every employer should share our commitment to eliminating discrimination and promoting equality and inclusion. But how many are using their position to act positively, raise awareness, advocate change and bring out their humanity to make business work better for people?
We can’t make other employers push the boundaries in this area – but we can push them as we strive to create a culture where diversity is embraced and inclusion is inspired.
To help us identify barriers to recruitment and career progression faced by people due to their race or ethnicity, we did a global, in-depth analysis in 2018 called ‘Sun’. As a result, we’ve undertaken many actions, including:
Our LGBT+ Network Group was created for our lesbian, gay, bi and trans+ employees but as with all our network groups, everyone is welcome. The network offers support and advice and hosts events.
The work carried out by the group, and the subsequent Allies initiative, now extends beyond the walls of our offices. Friends and family of colleagues who are LGBT or transitioning can also get support too.
When I started at Pinsent Masons, it started a new chapter of my life. For me, as a gay man, it wasn't just a job, it was an awakening. And I find that really special.
It’s no secret that most large law firms face challenges when it comes to getting the gender balance right at senior levels. So we’re doing what we can to make sure our female talent is properly supported to achieve their full potential.
To us, this isn’t something new. In 2013 'Sky' was established with the objective of achieving a better gender balance within the firm and senior leadership teams as a first step to creating a better workplace for all. We set a target to have 25% female partners by 2018. We achieved it a year ahead of schedule and as at 1 May 2020, 28% of the partnership, 44% of board members, 49% of heads of office, 21% of business operations directors and one third of the Remuneration & Partnership Committee are female. Below are additional things we’ve done:
run face-to-face Inclusive Leadership Programme which 85% of our global management and leadership teams have attended with the remainder of the firm taking part in Inclusive Business training.
run gender-focussed reciprocal mentoring.
work closely with our other networking groups with the overall aim of achieving a gender balance across all roles in the business and to make Pinsent Masons the best and most inclusive workplace for everyone.
Analysing pay gaps helps identify inequalities and create sustainable, meaningful change. That’s why our reporting of it goes beyond just gender and now includes ethnicity, LGB and disability pay gap data too.
Our vision is to harness the power of difference and the energy of belonging. We're championing inclusion and belonging so that every colleague, client and contact of the firm experiences what we prize: an inclusive workplace that values diversity, rejects inequality, pioneers change and challenges conventions to improve all lives. Our work will not be complete until Pinsent Masons feels like a natural home for all and provides a level playing field for everyone to reach their full potential, free from the fear of unfairness, exclusion or discrimination.
We're proud to be a pathfinder and pace setter and remain committed to establishing a better, fairer and more equal way of doing business; always.