Diversity & Inclusion

The pulse of our firm

We want to be known as the ‘best in class’ firm for Diversity & Inclusion – a diverse and inclusive workplace where everyone feels they belong, and diversity is celebrated.



Our motivation

We know that our differences make us a better law firm. Our diversity enables us to attract the best talent, drive innovation, and deliver the best experience to everyone who comes into contact with us. That’s why being a leader in Diversity & Inclusion is an integral part of our firm’s vision and strategy. As a responsible business, it is important to us that we represent the diversity of our people, our clients and our communities, and that we create an inclusive culture in which everyone - regardless of background, identity and circumstance - can reach their full potential.

Our global priority areas

To help us focus and measure our efforts in D&I, we have prioritised six strands of diversity globally.

We are committed to creating an environment in which women are able to progress and where all genders feel supported in balancing their responsibilities inside and outside of the workplace.

We want our firm to reflect the races, ethnicities, cultures and nationalities that exist in the communities in which we operate.

We strive to be a place where personal background, social identity and socio-economic circumstances are no barriers to success.

Our changing workplace means that people of different age groups and life stages will work together and require different working arrangements over their careers.

Our aim is to create an environment of inclusion and belonging for people of all sexual orientations, gender identities and gender expressions.

We want to be a firm that recognises, harnesses and celebrates the unique talents and abilities of people living with disabilities.
Our Race Action Plan - Changing the Narrative
Find out more

Our stories

Select a video to watch from below

Making Links Schools Challenge Grand Final 2019

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Extended parental leave policy

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Living with a disability

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Pride video 2019

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Making Links - Hope's story

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Making Links - Daniel's story

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Making Links – Sebastian’s story

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Celebrating LGBT Pride

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Aspiring professionals: Young Women's Series

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Shared parental leave

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Our achievements

We are proud of what we have achieved on our D&I journey so far. Some of our highlights include:

  • We elected 33% women and 37% women in our 2019 and 2018 new partner elections respectively. We also have 42% women on our Executive Committee and 36% women in our Director group. We are keen to keep up and build on this momentum.
  • To date, 26 new Partners and 45 new Counsel are alumni of our Women’s Leadership Programme
  • 56 senior leaders have been mentored as part of our Reverse Mentoring scheme

  • We contributed to the landmark case in Hong Kong concerning LGBT+ rights – QT v. Director of Immigration. The ruling paves the way for greater LGBT+ equality in Hong Kong.
  • We have joined the Human Rights Campaign in a new initiative to pursue strategic litigation in U.S. state and federal courts to address discriminatory actions against the LGBTQ+ community.
  • Our Firmwide Managing Partner, Gideon Moore, was part of the delegation that attended an exclusive meeting at the Vatican to present a preliminary research report on the human rights abuses that arise from the criminalisation of same-sex acts in the Caribbean.
  • We helped the charity Amicus submit a third-party intervention in the U.S. Supreme Court aiming to ensure that intellectually disabled prisoners do not face the death penalty.
  • We prepare asylum applications for LGBTQ and HIV-positive refugees who are at risk of persecution in their country of origin. We recently secured a seventh successful claim in the UK, maintaining our 100% success rate on these pro bono cases.
  • We provided research demonstrating how criminal justice systems globally are failing many women who commit a crime against their abusive partners.
  • We contributed to challenges to the constitutionality of Executive Order 13769 (the so-called “Travel Ban”) which suspended entry for individuals travelling to the United States from seven majority-Muslim countries.

  • We have been named by the Financial Times as a Leader in Diversity (2020), who listed the 700 leading companies across Europe with outstanding diversity and inclusion policies. > We are delighted to have been named in The Times’ Top 50 Employers for Women for the sixth year running in 2019.
  • We ranked #9 in the 2019 UK Social Mobility Index, in recognition of our work to access and progress talent from all socioeconomic backgrounds.
  • We were named as a Stonewall’s 2019 Top 100 Employers for LGBT people in the UK.
  • We received the Gold Award in Japan’s first LGBT Pride Index for the fourth year in a row in 2019.
  • We ranked #1 in the Hong Kong in the Community Business 2019 LGBT+ Inclusion Index.
  • We were the first organisation to successfully achieve certification against the UK National Equality Standard (NES), in recognition of the outstanding work we do globally to raise awareness of the value and importance of Diversity & Inclusion.
  • We have been named as a UK Best Employer for race 2018 by business in the community.

Claudia Parzani was named on the 2019 Financial Times HERoes list of inspirational role models for women in business for the third year in a row.

Nathalie Hobbs was named as an Executive Ally to the LGBT community in the OUTstanding LGBT+ Role Model Lists 2019, for her outspoken and unwavering in support of LGBT+ people in the workplace.

Tom Shropshire was included in Green Park’s list of BAME 100 Business Leaders 2019, a showcase of the UK’s leading ethnic minority talent.

Celeste Jackson and Nandy Millette were selected to join The National Black Lawyers Top 40 under 40, a professional honorary organisation that recognizes the top 40 lawyers from each state in the U.S. who have demonstrated excellence or promoted diversity.

Richard Hodgson was named in the list of Top 10 LGBT+ Inspirational leaders at the 2019 British LGBT Awards.

D&I Sponsors

Our recruitment

We recruit people on merit – irrespective of gender, race or ethnicity, age, religion, marital status, sexual orientation, disability or socioeconomic background. Some notable initiatives and programmes which ensure we do this include:

  • Contextual Recruitment
    We were the first Magic Circle law firm to publicly announce our adoption of the Contextual Recruitment System to support graduate recruitment decision-making.
  • Disability and Reasonable Adjustments
    We understand that disabilities which require reasonable adjustments can be personal and complex. Please contact a member of the trainee recruitment team, if you would like to discuss these. We work with MyPlus who provide employers and students with disabilities with the confidence, insight and support they need to realise new possibilities.
  • Virtual Internship with Forage
    We were the first firm in the UK to launch a free virtual internship open to all on the InsideSherpa platform. Students from any university, background or degree can undertake a series of tasks and modules which replicates the type of work they would do on a Vacation Scheme or Training Contract. The programme links our investment in innovation and agility with our commitment to providing applicants, regardless of their background, with an insight into our work and the tangible skills they need to succeed at Linklaters.
  • Making Links
    Is how we describe our social mobility-focused recruitment work globally. The range of initiatives and programmes we support focus on attracting, recruiting and developing top talent from socio-economically less advantaged backgrounds.
  • Race at Work Charter
    In the UK, we became a signatory of the Business in the Community Race at Work Charter committing to new concrete and data-driven measures taking structural action on race in the workplace. We were one of the first 100 signatories to the Hong Kong Equal Opportunity Commission’s Racial Diversity and Inclusion Charter. We have committed to work towards the charter goals of implementing inclusive policies, an inclusive culture and an inclusive work environment through the 9 best practice goals.
  • PRIME
    Increasing access to the world of law is an important part of our social mobility efforts. One of the ways we contribute to widening access to the law industry is through our PRIME commitment. We are committed to ensuring that anyone who wants to enter the legal profession has an equal opportunity to do so, regardless of their background. PRIME work placements at Linklaters can be applied for through our partners the Sutton Trust and the Social Mobility Foundation.

Our programmes and initiatives

We strive to identify those initiatives and actions that will accelerate our progress towards becoming a fair and inclusive culture. Some notable programmes and initiatives include:

Our ‘Diverse Voices’ Reverse Mentoring scheme gives senior leaders in our firm an opportunity to build their awareness and understanding of different people’s perspectives and experiences.

We have delivered 200+ Unconscious Bias training sessions globally and commenced our next wave of diversity training on Inclusive Culture.

We have a range of employee-led network groups to celebrate the diversity in our firm, create a framework for dialogue and foster a sense of inclusion. These include: Gender Equality Network, With Pride and Allies Networks, Black, Asian and Minority Ethnic Network, VisAbility Network, Faith and Secular Networks, and Family Carers Network.

We develop bespoke talent programmes to help us create a sustainable pipeline of diverse talent for leadership roles in our firm, including our flagship Women’s Leadership Programme, and our pilot INspire Minority Ethnic Talent Programme.

We launched ‘YourLink’ in Germany, an innovative approach to career paths that offers our lawyers more reliable and defined working hours, allowing us to attract and retain talent from a range of life stages.

Meet our Senior Champions

While we believe that creating a diverse and inclusive meritocracy is a shared responsibility, we know that it takes strong leadership and accountability from the top to make change happen.

Claudia Parzani

Senior Champion for Gender and Managing Partner – Europe

"I believe that women shall rightly have a place at the table guiding the destiny of our world."

Gideon Moore

Senior Champion for LGBT and Firmwide Managing Partner

"I am passionate about creating an environment where every person is valued for their talent, and no one feels held back by their sexual orientation or gender identity."

Nathalie Hobbs

Senior Champion for Social Mobility and Managing Partner – Asia

“I want Linklaters to be a place where background and social status is no barrier to success. To me, that means making sure that everyone is given the chance
to go as far as their drive and
ambition takes them."

Andreas Steck

Senior Champion for Gender and Senior Partner - Germany

“To increase the number of women in our partnership, we need to build a gender balanced talent pipeline.
Every leader in our firm has to
invest the time and effort to
make this a reality.”

Charlie Jacobs

Senior Champion for Race & Ethnicity and Senior Partner

“The more I learn about the experiences of my minority ethnic colleagues, the more committed I am to breaking down the barriers that they face on a
day-to-day and a systemic level.”
As a responsible business, it is important that we represent the diversity of our people, our clients and our communities. We know that diversity makes us a better law firm and helps us attract the best talent, drive innovation with diversity of thought, and deliver the best experience to everyone who comes into contact with us. We recruit on the basis of merit, irrespective of age, disability, gender, gender identity, race or ethnicity, marital status, religion, sex, sexual orientation or any other status protected by the laws or regulations in the locations where we operate.
Selection decisions, and the reasons for those decisions, are recorded at each stage of the selection process. Selection criteria and, where appropriate, technical skills tests are in place to measure an individual’s ability for the safe and effective performance of a job. Those involved in recruitment and selection decisions and processes are also provided with guidance on diversity issues. If you require reasonable adjustments to be made during the selection process, please talk to a member of the recruitment team so that any required adjustments can be made in advance.
Specific experience requirements advertised on a role do not intend to preclude applications from candidates who may have more or less experience. Our intention is only to indicate a guideline as to the necessary skills for the role as described.
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