UK Diversity Pay Reporting 2020

Linklaters is committed to providing fair and competitive rewards to all our people

Our Commitment

Being a leader in Diversity & Inclusion is key to achieving our firm’s strategy. We have a comprehensive D&I strategy and supporting action plans for each of our priority diversity strands, which guides our approach to becoming a diverse and inclusive culture for everyone. Our diversity enables us to innovate, deliver the best experience to everyone who comes into contact with us, and attract the best talent. We also recognise that an inclusive culture, building an environment where it’s safe to give feedback, is essential for business success.


We are committed to equal opportunities and fairness in our recruitment, development, promotion and reward practices and we are confident that we pay our people fairly for equivalent roles, regardless of their gender or ethnic diversity. This year, we have once again gone beyond the statutory gender pay reporting requirements and have voluntarily published our data relating to equity partners and ethnicity pay.

UK Diversity Pay Gap Report for 2020

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UK Diversity

Our Priorities

We recognise we have more to do to achieve long-term and sustainable change and we are committed to the following priorities

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Talent Programmes

Ensuring ethnic minorities and women have greater development and sponsorship opportunities through our talent programmes. These include INspire, our bespoke ethnic minority talent programme (started in 2018), our Women’s Leadership Programme for senior associates (started in 2012), and Stepping Forward, our group coaching programme for more junior female associates (started in 2017).

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An Inclusive Culture

Developing our leaders’ understanding of different people’s perspectives and experiences, and their responsibilities to create an inclusive culture. This is through initiatives such as Inclusive Culture training, a focus on psychological safety (the theme for our celebrations during Diversity Week), sharing diverse stories, our ‘Teach Yourself’ Resource Hubs, the Reverse Mentoring scheme, and our innovative Career Storyboard workshop – an immersive visual experience highlighting the many subtle and complex factors that affect female recruitment, retention and progression.

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Being Agile

Being agile in our approach to working arrangements and career paths, enabling us to attract and retain diverse talent at all career stages, and support our people to manage their work and personal lives. Our Global Agile Working Policy confirms that our people can decide when and where they work, no permission required.

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Our Female Talent

Creating a balanced and sustainable pipeline of female talent at every career level and in every practice and office as part of our 50/50 pipeline commitment. This focus is critical to meet our gender targets.

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Parental Leave

Leading the way with our parental leave and support benefits, including our New Parent Leave Policy which gives any employee whose partner is having a baby via pregnancy, surrogacy or adoption, the opportunity to take 12 weeks of fully paid parental leave at any time during the first 12 months.

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Domestic Abuse Policy

Launching a new Domestic Abuse policy and package of support to ensure our people are free to live and work in a supportive and safe environment.

Our Accolades

Financial Times Diversity Leaders 2021

Named in the Financial Times’ ranking of top companies across Europe striving to create a diverse and inclusive workplace.

Social Mobility Employer Index 2020

Recognised as a top 20 employer for advancing social mobility. Fourth year in a row the firm has been named in the rankings.

The Times

Top 50 Best Employer for Women – named seven years in a row.

Our race action plan: Changing the Narrative

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x The world in 2022