Global Diversity, Equity & Inclusion policy

In our global Diversity, Equity & Inclusion policy, we set out a number of general commitments to which all our regions have agreed.

As a firm we commit to: 

  • Actively support diversity, equity and inclusion and to ensure that everyone is valued and treated with dignity and respect.
  • Strive continually to provide people with a working environment that is free from discrimination and/or harassment of any kind.
  • Ensure partners, directors and managers work in partnership with their people to create and sustain an inclusive working environment where everyone's unique contribution is valued.
  • Ensure that decisions affecting employment, learning and development, promotion and career development are based on an individual's ability and reflect genuine role requirements.
  • Behave in accordance with our business principles and values by requiring all people to meet the minimum standards of behavior and conduct in relation to how they treat their colleagues and other people with whom they have contact as part of their work at Norton Rose Fulbright.
  • Regularly review this policy and its practical application and make any updates to continue to work toward identifying and eliminating any direct or indirect discriminatory practices.
  • Provide everyone within the firm with the appropriate information, via this policy, on diversity, equity and inclusion in the workplace. We will also provide appropriate diversity, equity and inclusion training.
  • Make the necessary adjustments to meet the needs of people with disabilities where reasonable and practicable to do so.
  • Ensure all internal publications and material reflect, in the language and images, the diversity of people at Norton Rose Fulbright. 

Our global diversity, equity and inclusion objectives and targets include: 

Gender diversity: Commitment to achieving an aspirational gender diversity target: a minimum of 40 percent women, a minimum of 40 percent men and 20 percent flexibility to be truly inclusive. The ratio forms the basis for a range of gender metrics, including:

  • Overall partnership
  • Management committees and leadership roles (including client relationship partners and business services leaders)
  • Partner promotions
  • External partner candidates
  • Senior business services hires

Race, ethnicity and culture: Commitment to increasing the racial, ethnic and cultural diversity of our Global Executive Committee, the Global Supervisory Board, the Future Leadership Commission, Management committees, regional boards and generally across the global firm.  

Lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) community: Commitment to creating an environment where LGBTIQ+ colleagues can progress and develop their careers  without fear of discrimination and/or harassment.

Disability: Our aspiration is to be a disability confident organization. We aim to offer a workplace and a culture that allows people with disabilities to flourish. 

Mental Health: Our vision is to cultivate a workplace where mental health is understood without any stigma, and reasonable accommodation is afforded to people with mental health concerns. We also aim to create a culture where our organization and individuals respond effectively to mental health problems and challenges in order to reduce the overall incidence of mental health concerns and to increase the overall well-being of our people.