DEI is integral to our culture and is a very visible part of daily life at the firm. We’re proud of the diverse range of people who work for us, and of our progressive and open culture which allows individuals to be themselves at work. We are fully dedicated to provide equal opportunities to everyone and actively celebrate difference. Enabling our people to thrive results in richer, more tailored advice and better outcomes for clients.
This is exactly why we have established eight DEI groups within the firm as part of our wider strategy. These have made significant strides in raising awareness of particular issues, supporting gender balance, fostering interfaith understanding, advocating for LGBT+ rights, promoting racial and ethnic diversity, enhancing social mobility and prioritising wellbeing. We see them as instrumental in addressing various challenges and fostering an inclusive workplace environment at the firm.
Our DEI board — which includes leaders from each group, a representative from the strategy board, and the chief people officer — oversees these initiatives. The board’s key aims are to promote an equitable workplace where employees can thrive, increase visibility and representation across diversity groups, advise on DEI issues, and to support the HR team in developing inclusive policies and procedures.
Setting a new standard for parental leave
Our efforts were enhanced in March 2024 by the launch of a new parental leave policy. The policy gives all new parents in the firm — irrespective of gender — access to a full 12 months’ leave and six months’ full pay. Employees are free to structure their leave (and pay) as they wish — leave can be taken in discontinuous blocks across a 12-month period.
Moreover, leave and pay do not have to be shared with the other parent (where there is more than one parent), meaning that an employee can benefit regardless of the choices of the other parent.
In taking this step, we are supporting women by moving away from traditional gendered parenting roles, and giving all new parents in the firm the flexibility and freedom to be present in the critical early months of their child’s life.
Since the launch, we have seen around 4% of female colleagues and 4% of male colleagues taking advantage of the benefit. While we know that we have more to do and further to go, we are encouraged by the initial uptake of our new parental leave policy. Ultimately, this is a fundamental step forwards in equalising opportunity within our firm for colleagues to progress their careers.
