Diversity and inclusion

We value diversity. We strive to create an inclusive environment where everyone can bring their whole self to work and realize their career potential. This commitment is integral to our approach to doing business: it enables us to understand our clientsʼ needs in diverse markets, engage fully with the communities in which we operate and leverage the diversity of perspective of our people. We value difference and actively promote a culture of respect for each individual, encouraging and creating inclusion.

Our vision is to position Norton Rose Fulbright as a leader in diversity and inclusion and as an employer of choice worldwide. By embracing a diversity of views and experience, we attract and retain the best talent and provide our clients with the most considered and innovative advice.

We take an inclusive approach to diversity including initiatives encompassing gender, race, age, religion and belief, sexual orientation, gender expression, disability and social inclusion. Our diversity and inclusion strategy has a particular focus on leadership, the partnership pipeline, innovative work practices and partnering with our clients. Find out more in our global diversity and inclusion policy.

Our priority is to continue to be an employer of choice by valuing difference and promoting a culture of respect for each individual and encouraging workforce diversity in all aspects and at all levels. We have implemented a number of global initiatives that aim to create an environment where everyone has a sense of belonging and can bring their whole self to work. This is good for our culture and great for our clients. Peter Martyr Global Chief Executive

Topics

 

Governance

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.

GDIACʼs aims

  • 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.