Diversity, Inclusion & CSR

Diversity, Inclusion & CSR

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Becoming a more inclusive workforce is important to us, and as a global law firm, we are proud to represent a diverse and inclusive workforce at Addleshaw Goddard. We welcome and value the diverse cultures and backgrounds our people bring as these help shape our collaborative approach to solving problems for our clients and colleagues and focus on creating an open environment that works for everybody. 

Our areas of focus for D&I are always evolving, and we encourage our people to raise the voices of underrepresented colleagues through our four people networks, AG Embrace (ethnicity), Open AG (LGBTQ+), The Ability Forum (disability) and The Vine (gender), helping bring our inclusion strategy to life. 

We also understand that our people can face a range of personal and work pressures that can impact their mental health and wellbeing. We're proud to be a founding partner of the Mindful Business Charter promoting a culture where people can speak up about concerns around their wellbeing. In addition to this, we launched the concept of Mental Health Champions (MHC) in March 2019, and have since trained over 50 MHCs who have attended the accredited MHFA England Training.

Our D&I strategy

SOCIAL MOBILITY

We believe no one should be prevented from fulfilling their potential because of where they are born, the school they went to or the jobs their parents do.

To support this initiative, our Early Careers team use Contextualised Recruitment which takes into account the circumstances in which students academics results are achieved, and in 2020, we removed our minimum A-level requirement to allow a more diverse pool of candidates to apply for Training Contracts and Graduate Schemes at Addleshaw Goddard. We also partner with Aspiring Solicitors in an effort to attract students from a variety of backgrounds. These include, but are not limited to, state educated, ethnically diverse, female and first generation students.

We will continue to promote wider access to the legal profession, taking practical action through a variety of initiatives, including:

 

NEURODIVERSITY

Our aim is to attract the most talented students and graduates in the market and we recognise that a number of our applicants will be neurodiverse. We continue to take practical steps to nurture an inclusive culture, where everyone can feel confident about disclosing any adjustments that may be required and which will be treated sensitively to help us to provide the best experience for everyone through the recruitment process and when you join the firm. We have taken the following steps in a bid to achieve this: 

  • We have partnered with an external agency to review our assessment processes and materials to ensure that they are as inclusive and accessible as possible. Where changes were recommended we have implemented measures designed to remove potential barriers; 
  • Our early careers assessors have been provided with neurodiversity training;
  • We have assigned one of our early careers advisors the role of adjustments champion; Alana Bathgate, who will be the primary point of contact for anyone who would like to discuss potential adjustments at any stage of the recruitment process

We continually review our progress to ensure our recruitment processes are inclusive to all.

 

MORE ON SOCIAL MOBILITY

ETHNICITY

Attracting, recruiting, developing and retaining the best ethnically diverse talent is a key focus for us.

Our best teams are made up of people with a range of different backgrounds and experiences and we're proud that by 2024, 25% of our trainees will be ethnically diverse, 20% of whom will be black heritage.

We take part in a number of ethnicity focused initiatives and events throughout the year to help achieve our aims and also by partnering with Aspiring Solicitors, target universities and other media partners to promote ethnic diversity in law. Here's a taster of what we have been involved in:

More on Ethnicity
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UNCONSCIOUS BIAS

      We work closely with our D&I and wider team to support and promote initiatives within the workplace and our Early Careers and partner assessors have undergone unconscious bias training to help them make informed objective decisions during the hiring process.

Sustainability and ESG

We are committed to reducing our environmental impact and finding imaginative greener solutions for our business operations.

We are proud of the progress made, including a significant reduction in carbon emissions per employee, but we're committed to doing more including achieving a Carbon Neutral accreditation by 2024.

Read our ESG report

Corporate Social Responsibility (CSR)

CSR is at the core of our businesses activities and we pledge commitments through our three CSR pillars: Access to Education, Access to the Profession and Access to Work, to developing the local communities we operate in.

Our CSR strategy is framed around our ultimate objective of Unlocking Young Potential and we encourage all of our employees to use their allocated CSR day, which involves volunteering towards varied CSR activities within their local community. 

Learn more about our CSR

Pro Bono support

We are encourage our lawyers to dedicate various chargeable hours to pro bono work and we are proud of the work they do. As a firm we have dedicated our time to help fight climate change and supported other amazing initiatives that serve local communities.

Read our Pro Bono strategy
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Inclusion Report

As our business has grown, we have continued to listen to our people and use this understanding to develop our inclusion strategy across all of our locations. Read about what we've been doing in this space in our 2022 Inclusion Report.

Download report
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Careers

AG is a law firm not a bore firm, where personality and individuality matter just as much as qualifications. You'll get stuck in with big projects and on international brands from day one. Find out more about our Career opportunities open to you.

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