Diversity

ONGOING FIRM INITATIVES Last year we established a Global Diversity and Inclusion Task Force chaired by the Senior Partner, and appointed a Chief Diversity and Talent Strategy Officer to lead our efforts on recruiting, retaining and advancing diverse talent, including women. We have a range of initiatives to improve our gender pay gap. RETENTION Understanding the employee experience through engagement surveys and regular feedback. Enhancing and promoting family leave policies. Continuing our program of initiatives focused on the five ways to enhance wellbeing. Expanding maternity and paternity coaching. Enhancing our employee inclusion networks to increase engagement. Launching a renewed performance management program with an emphasis on continuous feedback. Continuing to develop our mentoring and sponsoring program. Providing more opportunities for leadership and management skills development, e.g. Associate Leadership Academy. ADVANCEMENT "ONE OF THE KEY OBJECTIVES OF THIS TASK-FORCE IS TO FOCUS ON IMPROVING FEMALE REPRESENTATION IN SENIOR ROLES WITHIN THE FIRM." SANDRA BANG Chief Diversity & Talent Strategy Officer RECRUITMENT Improving our recruitment processes to disrupt the influence of unconscious bias. Campaigns to attract applicants from diverse backgrounds. Promoting our enhanced family leave policies to attract a wider talent pool. Supporting lawyers who have taken career breaks in their return to private practice, e.g. Reignite Academy. WE ARE PILOTING A FEMALE RETURNERS PROGRAM TO ATTRACT MORE FEMALE TALENT BACK INTO PRIVATE PRACTICE. THE UK GENDER PAY GAP 5 WE MEASURE DIVERSITY AND INCLUSION AS PART OF OUR ENGAGEMENT SURVEY AND WE HAVE SEEN STEADY IMPROVEMENT IN THE AREA OF DIVERSITY AND INCLUSION.

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