We established a Global Diversity and Inclusion Advisory Council (GDIAC) to oversee the development, implementation and monitoring of our global diversity and inclusion strategy. GDIAC provides co-ordinated and consistent leadership to establish and advocate diversity and inclusion best practice across the firm. Our regional managing partners and other senior leaders sit on the GDIAC and report quarterly to our Global Executive Committee.
Our regional committees include partners and representatives from business services senior management. Their aim is to drive our diversity and inclusion strategy at a local level and support the activities that promote and sustain a culture that values the diversity of its people.
- to unify our diversity and inclusion efforts under a single strategy
- to set global standards and establish best practice to encourage each region
- to develop accountability by establishing measurement and reporting mechanisms.
GDIACʼs global remit within our firm
- gender equality
- fostering diverse cultural, racial and ethnic backgrounds
- inclusion of people from disadvantaged socio-economic backgrounds
- acceptance of circumstances for those with carer responsibilities and for those who work flexibly
- inclusion of lesbian, gay, bisexual, transgender and intersex (LGBTI) people
- equal treatment of people who have a disability.
Global Diversity and Inclusion Advisory Council sets 2020 targets for gender diversity
We work hard to create gender diversity at all levels of our business. Our Global Diversity and Inclusion Advisory Council (GDIAC) recommends achievable targets to drive a more gender-representative partnership and to encourage accountability within practice groups to achieve them.
Our Global Executive Committee and Global Board have set a target for female partners to constitute 30 percent of both our partnership and our management boards by 2020.
GDIAC also recommended that an annual review of the spread of appraisal grades and promotions should be conducted in order to monitor gender neutrality, as well as a review of pay differentials for partners (including equity partners) and associate levels.