At Pinsent Masons, creating an inclusive workplace culture is something we all have a role to play in. We spoke to our Diversity, Equity and Inclusion ("DEI") team about diversity and inclusion at Pinsent Masons and how it comes to life across the firm. From our key priorities and inclusion networks to the role of colleagues and leaders, the team shares how everyone can contribute.
What is the overall vision for DEI at Pinsent Masons, and what are the key priorities that underpin our approach?
Will Smith: Our vision is a fair, inclusive workplace where every colleague can thrive, whatever their background, identity or location. We seek to provide equitable access to opportunity, foster mutual respect and create a strong sense of belonging. By embracing different perspectives, we strengthen collaboration, inspire innovation and deliver better outcomes for our people, clients and communities.
Our DEI strategy puts this into practice through five priorities:
- Leader accountability - ensuring leaders own and drive progress
- Attracting top talent - expanding our reach to diverse candidates
- Opportunity and retention - creating fair pathways for progression
- Culture and belonging - ensuring everyone feels valued and respected
- Client and sector collaboration - working with client and sectors to advance DEI
Across these priorities, we focus on accountability, evidence and making inclusion part of everyday business. Data and insight help us track representation and progression, identify barriers and focus action where it is needed most.
How do we ensure DEI is embedded across the business?
Molly Davis: For DEI to have a meaningful impact, it can't sit with the DEI team alone. Our role is to provide strategy, expertise and support, but creating an inclusive workplace culture is something everyone has a part to play in.
Leaders play an important role in modelling inclusive behaviours, sponsoring talent and removing barriers. We also embed DEI into business processes, including performance, talent and succession frameworks, so it becomes part of how we operate.
Colleagues have an equally important role, whether through an inclusion network, sharing experiences and feedback, building their knowledge or considering inclusion in everyday interactions and decisions.
How could someone get involved in DEI at Pinsent Masons?
Hollie Edeson: One of the easiest ways is through our inclusion networks. We have seven global networks:
- Female Futures - supporting gender equality
- Family Matters - supporting family life and caring responsibilites
- Armed Forces Network - representing our Armed Forces and veteran community
- Social Mobility Champions - focused on socio-economic inclusion and opportunity
- Faith, Race, Ethnicity & Equality (FREE) - focused on faith, race, ethnicity, culture and equality
- LGBT+ & Allies - supporting LGBT+ inclusion and allyship
- Equip - covering disability, neurodiversity and long-term health conditions
Our networks are open to everyone, whether you have a personal connection, want to be an ally or simply want to learn more. You can attend events, share your perspective or take a more active role in initiatives. They're also a great way to meet colleagues across different teams, offices and levels of seniority.
Getting involved isn’t limited to networks. Being an ally, listening to different perspectives, speaking up when something doesn’t feel inclusive and bringing your own experiences to the table can all make a difference.
What advice would you give to trainees who want to champion inclusion?
Hollie Edeson: Don’t feel like you need to wait until you’re more senior to contribute. We have trainees who co-chair some of our global inclusion networks, showing how colleagues can play an active role in DEI from the beginning of their legal careers.
Network involvement can also help you build skills beyond what you might experience at a junior level, working with colleagues at all levels, leading initiatives and sometimes engaging directly with clients.
But you don’t need a formal role to make an impact. Be curious, listen to experiences different from your own, ask questions and be open to learning. Start with what interests you, get involved in a way that feels right and don’t underestimate the difference everyday actions can make.
Can you share an example of how colleague feedback has shaped a DEI initiative or policy?
Molly Davis: Yes, for example, our Faith, Race, Ethnicity & Equality (FREE) Network highlighted that bereavement experiences can vary across faiths and cultures and that a standard approach to leave may not reflect colleagues’ practical and religious needs. This informed our compassionate and bereavement leave provisions. Our policy recognises that additional time may be granted depending on individual circumstances and signposts guidance on religious funeral rites and observances.
Similarly, our Neurodiversity Group, part of the Equip Network, highlighted that many non-emergency Special Educational Needs (SEN) appointments for dependants take place during the working day. In response, our Carer's Leave Policy was updated to recognise attendance at these appointments, allowing colleagues to use carer's leave rather than annual leave.
Where can people find out more about our DEI activity and wider responsible business approach? What are you particularly proud of?
Will Smith: Our latest Responsible Business Report 2026 is a great place to start. It brings together our wider Responsible Business work, progress against our DEI priorities and how inclusion connects with the firm’s broader approach.
I’m personally proud of our inclusion networks and our partnerships with organisations including Rare Recruitment, Aspiring Solicitors and the 10,000 Interns Foundation, which are working to widen access to the legal profession.
I’m also proud that inclusion at Pinsent Masons is backed by a global, firmwide DEI strategy championed by senior leadership, with a dedicated team working with the business to strengthen accountability, use data and insight, increase global alignment and embed DEI into talent, performance and succession.
