Inclusion has long been core to our business. It makes up one of our
five shared values, and is central to the People
& Purpose agenda for the firm. We want everyone to be able to be
their true selves, and to do this we are continuing our journey of
creating an environment where everyone feels they belong, they are
supported and heard, and empowered to make a valuable, personal
We want to have a more diverse workforce, bringing strong
representation of society and a diversity of thought, which will drive
We are focused on all elements of inclusion, however this year, the
UK Executive has committed to being accountable for gender and ethnicity targets at all levels, to help accelerate progress.
In addition to gender and ethnicity, in the UK we have and will continue to work hard with our networks, allies and partners to achieve all dimensions of inclusion. This includes supporting social mobility, neurodiversity and the LGBTQ+ community.
We have put in place various interventions and policies to support gender inclusion. These include increasing the paternity leave allowance, refreshing our approach to the Gender Balance Network (an employee group which supports gender inclusion), ensuring all our recruitment and reward processes are objective and working to remove unconscious bias.
We continue to track and monitor our gender pay gap. This year, we have seen small reductions in both our mean and
median hourly pay gaps and our total earnings gender gap (which
includes equity partners).