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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 five 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.

Our stories

Select a video to watch from below

Pride video 2019

Scott Simpson, Peter Cohen-Millstein, Vuyo Kwitshana, Peter Fairman, Lara Henriquez, Tim Zgraggen and Henri Olsen share their personal LGBT experiences and stories

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Making Links - Daniel's story

 

Trainee Daniel Templeton talks about his life growing up in Liverpool and how he supports LGBT new joiners at the firm as part of his role on the With Pride Committee.

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Making Links – Sebastian’s story

Sebastian Krzyzak, future Linklaters joiner, shares his personal experience of moving to Northern Ireland from Poland and his journey to the firm.

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Celebrating LGBT Pride

Richard Hodgson, Patrick McCann, Charlie Beasley, Lily Merrick and Daniel Nascimento share their personal stories of being LGBT.

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Aspiring professionals: Young Women's Series

Since 2017 we have been working with The Social Mobility Foundation to help inspire and develop young women.

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Shared parental leave



Listen to Managing Associate Clare Baker discuss her experience of shared parental leave at Linklaters.

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Our Efforts

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:

We were the first Magic Circle law firm to publicly announce our adoption of the Contextual Recruitment System to support graduate recruitment decision-making

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 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.

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.

Our network groups

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.

  • Gender Equality Network
  • LGBT and Allies Networks
  • Black, Asian and Minority Ethnic Network
  • VisAbility Network
  • Faith and Secular Networks
  • Family and Carers Network

Our achievements

We are proud of what we have achieved on our D&I journey so far. Our latest statistics:

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100% of the students from our 2017 International Clerkship Programmes (African Clerkship, Australian Clerkship and Indian Internship) accepted Training Contract offers
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15 out of 16 students from our 2018 Global Clerkship Programmes awarded Training Contracts

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senior partners mentored as part of our first Diverse Voices Reverse Mentoring scheme

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women in new partner elections in 2018.

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women on our Executive Committee

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women in our Director group

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women on our Partnership Board

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26 Partners and 45 Counsel are alumnae of our Women’s Leadership Programme

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of UK trainees hired in 2016-17 from a social mobility background (up from 7% in 2015-16)

Award-winning diversity

  • We have been named as one of Stonewall’s 2019 Top 100 Employers for LGBT people in the UK.
  • We are delighted to have been named in the Times’ Top 50 employers for women for the fifth year running in 2018.
  • We ranked #11 in the 2018 UK Social Mobility Index, in recognition of our work to access and progress talent from all socioeconomic backgrounds.
  • We have been named as a UK Best Employer for race 2018 by business in the community.
  • We received the gold award in Japan’s first LGBT pride index and silver standard in Hong Kong’s LGBT+ index.
  • We were the first organisation to successfully achieve certification against the UK National Equality Standard

Advocating for diversity

  • 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 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.
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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."

Michael Kent

Senior Champion for Gender and Global Head of Finance & Projects

“I’ve always felt strongly about people being treated fairly, but I’ve become increasingly aware of the many factors that can act as a barrier to this.“

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.