Pledges
We have committed to the below pledges that underpin our commitment to changing the make-up of our firm. Building on the work we have done to address gender diversity, these pledges have been selected as the most prevalent areas requiring focus across our organisation. As we work towards these goals we will continue to reflect on our progress and consider additional pledges in the future.
We strive to embed strategic, meaningful diversity, inclusion and belonging initiatives that allow all employees to unleash their full potential and produce their best work.
We pledge:
Ethnicity - to be representative of the UK population across both the firm and the Partnership by 2030.
We are 4.1% behind the UK Census Data, however we are making progress towards our 2030 pledge target.
HR and the Allies groups are working closely together to enable our ambition of achieving a truly inclusive culture to become a reality.
Disability - to have employees with declared disabilities representing 8% of our workforce by 2025.
Increased 0.4% to 5% in the year to Dec 23, and we’re only 3% off our pledge target of 8%.
We are working towards Disability Confident Level 3 and have a project team dedicated to the achievement of this standard. We support neurodivergent employees and ensure all individuals can thrive in a professional environment.
Social Mobility - to continue to participate in the Social Mobility Foundation Index, gathering data and working closely with the Social Mobility Foundation to target key areas for action in order to improve our ranking each year.
We have participated in the Social Mobility Index and are working through the outputs and recommendations with the Social Mobility Allies group. We are proud of our partnerships with Progress Together and the Talent Foundry.
We are committed to identifying opportunities to enable our workforce to thrive. We want to ensure that each one of our colleagues has the opportunity to make the maximum impact. Social Mobility is attracting greater attention with the establishment of Progress Together which aims to support organisations in levelling the playing field for those from less advantaged backgrounds. We are proud to partner with Progress Together and focus on issues such as unconscious bias in hiring, challenges faced by job applicants who have lesser resources, the importance of merit-based recruitment practices, how we can build systems that promote equity and inclusion, how we challenge stereotypes, how we create the conditions to ensure everyone has the support they need to succeed and how we most effectively advocate for greater diversity.
Age - to establish an age-friendly action plan to improve the recruitment, retention and development of workers over 50.
Age profile of our workforce:
Under 25: 10.4%
26-30: 18.8%
31-35: 5.5%
36-40: 9.9%
41-45: 14.7%
46-50: 13.5%
51-55: 7.6%
56-60: 5.3%
61+: 4%
We value talent at all age groups and view ourselves as an age friendly employer. We encourage flexible working and support people through different life stages e.g. family friendly policies and initiatives, menopause policy etc.
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