Inclusion, Diversity & Belonging
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Look at our resources and more detailed information on Inclusion, Diversity & Belonging.

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Inclusion, Diversity & Belonging Action Plan

Our Inclusion, Diversity & Belonging Action Plan for 2021 – 2023. This ambitious plan outlines our strategy and supporting actions across eight inclusion priorities and supporting IDB strands.


Inclusion priorities

Leadership 

Leadership. Strengthening our leadership engagement and accountability for inclusion, diversity & belonging (IDB) outcomes.



Advocacy. Increasing the role of active allies at Ashurst who will amplify the voice of others, call out injustices and role model inclusive behaviours.



Awareness and Education. Raising awareness and providing education opportunities around inclusion, diversity & belonging issues and challenges.



Process and policy. Ensuring our policies, processes and systems support an inclusive and diverse working environment.



Intersectionality. Building greater awareness and understanding of intersectionality, and applying the concept of intersectionality across our IDB strategy.



Recruitment, Retention and Advancement. Recruiting, developing and retaining a diverse workforce that is reflective of the communities in which we operate.



Data Driven Approach. Using a data driven approach to inform key inclusion, diversity and belonging decisions and support interventions.



New Ways of Working. Using technology and hybrid/agile working to build employee engagement and a culture of inclusion.

Diversity & Inclusion Report

The Diversity & Inclusion Annual Report showcases a range of events and initiatives from across our diversity strands throughout our network of offices globally.

We are delighted to share with you our 2020 Diversity and Inclusion Annual Report. 2020 was a year like no other however thanks to the commitment of our people at Ashurst, diversity and inclusion remained at the heart of everything we do.

SRA Demographic Survey

Every two years, the Solicitors Regulation Authority asks every law firm in England and Wales to conduct a demographic survey.   

The data collected shows Ashurst London's population according to a variety of demographic characteristics. Collecting diversity data helps the SRA see how the profession as a whole is changing and is also invaluable to the firm to understand and assess how different groups are represented and make progress, and whether actions the firm is taking to address any imbalances are having an impact.

The document below shows the results for Ashurst's London office as at July 2021.

Gender Pay Gap Report

New legislation came into force in April 2017 requiring UK employers with more than 250 employees to publish their gender pay gap.This report provides an understanding of why we have a gap, the mandatory statistics and what we are doing as a firm to address this.

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