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We are committed to providing fair and competitive rewards to all our people.
View our latest Diversity Pay report
Our talent programmes
We have a comprehensive and ambitious Diversity & Inclusion action plan for each of our priority strands, including Race and Ethnicity, and Gender.
We know that our differences make us a better law firm and we are committed to creating equality of opportunity in our workplace.
This is Year 2 of our gender pay reporting and again we have gone above the statutory requirement and provided data on the whole firm including partners. We think that this transparency is essential for progress.
In the interest of transparency, we have also decided to voluntarily report on ethnicity pay this year.
While the gender and ethnicity pay gap report refers to our UK offices, we take a global approach to Diversity & Inclusion, creating programmes and initiatives which reach across different regions.
Transparency drives equality and accountability. Last year we went beyond the statutory Gender Pay reporting requirements to publish our data including equity partners. This year we will retain the same level of transparency, going another step further, to voluntarily report on Ethnicity Pay including partners.
In addition to running global unconscious bias and inclusive culture training, we launched new programmes focused on developing our leaders’ understanding of different people’s perspectives and experiences and their responsibilities to be inclusive on a daily basis. Initiatives include:
The ‘Diverse Voices’ Reverse Mentoring programme, giving our senior leaders an opportunity to build awareness and understanding of employees from under-represented groups. Read more on reverse mentoring.
The Career Storyboard workshop highlighting subtle and complex factors that impact female recruitment, retention and progression so our leaders can take meaningful action.
Our Talent Programmes are designed to be a career accelerator and an opportunity for the firm to learn more about people’s experiences in the workplace in order to take appropriate action.
Our Women’s Leadership and Stepping Forward Coaching Programmes help us to retain talent and create a sustainable pipeline of female talent for Partner and Counsel roles in our firm.
We’re also excited to have launched a new INspire development programme to help the firm retain and progress talented people from minority ethnic backgrounds.
To drive change and create an inclusive culture, we know we need to challenge stereotypes and challenge ourselves to try new ways of doing things. Initiatives include:
Our HeforShe initiative; male leaders and partners make commitments to achieve gender equality globally.
Rebranding Women@Linklaters to the Gender Equality Network; ensuring the group is inclusive of all our people, whatever their gender identity.
Making agile working available at different career and life stages, and enhancing our offering: launching YourLink in our German offices, a flexitime model guaranteeing agreed working hours of (on average) 40 hours per week with a matching compensation.
Listen to Managing Associates, James Hennah and Clare Baker, discuss their experiences of shared parental leave.
This year we exceeded our 30% target for new women partners globally