Freshfields sets diversity targets under new female leadership
updated on 10 March 2021
Magic circle firm Freshfields Bruckhaus Deringer has revealed new “ambitious” global diversity targets with all “key global leadership functions” set to have ethnic diversity and at least 40% women and 40% men by 2023.
The diversity targets, which have been developed under the leadership of the firm’s first female senior partner, have been set out to create an inclusive environment at the firm. Freshfields’ most recent gender pay gap report (2020) indicates that just under 25% of its current UK partners are female. In light of this, the firm said it wants 40% of its partner promotions to go to women over the next five years.
The firm is also committed to doubling the number of Black associates at the firm, while aiming for 5% of its global partnership to be LGBTQ+ by 2026.
According to the Law Gazette, senior Partner Georgia Dawson said: “Creating an inclusive environment at Freshfields, where diversity of thought is valued, and people feel they belong and can thrive is central to making us a stronger firm and delivering better outcomes for clients.
“This has been a focus for us for some time, and we are proud of the progress we have made, but we need to go much further. This includes tracking our progress against ambitious targets to increase the pace of change and embedding commitments across the firm so that everyone understands the role they play.”
The firm also recently launched a new mentoring programme for sixth-form students to address social mobility issues in partnership with the Social Mobility Foundation. The three-year programme will see around 100 students each year from lower socio-economic and racially diverse backgrounds receive mentorship from Freshfields staff. A paid internship at one of the firm’s UK offices will also be on offer for participants aged between 16 and 17.
Claire Wills, managing partner at the firm’s London office, explained that Freshfields believes that an individual’s social background or ethnicity should not define their career success: “… We feel we need to do what we can to address the systemic issues which create barriers for many”.
