Gowling sets new diversity partner targets as part of Inclusion for All strategy

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International law firm Gowling WLG (UK) LLP has set new diversity targets as part of its Inclusion for All (IFA) strategy, including reaching 18% ethnic minority partners and 40% female partners by 2030.

The law firm, which exceeded its 30% female partners by 2026 target last year, having achieved 35% as of 1 May 2024, recognised that it needed to agree on new targets to continue pushing for gender equality. Plus, in its IFA review 2024/25, the firm acknowledged that, while it had seen “positive change in terms of ethnic minority representation at the firm, it was also an opportunity to introduce ethnicity targets for the first time”. Therefore, as part of these new targets, the firm is also working towards achieving 27% ethnic minority representation firmwide by 2030.

Gowling’s IFA strategy is a five-year plan aiming to ensure that everyone feels included and that they belong at the firm, while also ensuring that every team at the firm is enforcing positive change and contributing to the overall goals. Since IFA was introduced in 2021, the firm has seen boosts to engagement when comparing data from November 2023 to November 2024, including:

• employee network members increased from 40.1% to 46.7%;
• event attendance increased from 33% to 43%;
• inclusion allies increased from 17.2% to 21.1%; and
• diversity, equity and inclusion (DE&I) hours went up from 1,373.2 to 1,749.4 hours.

The firm’s chair and DE&I board sponsor, Emma Pioli, said the IFA strategy “remains central to our efforts”, with the report showcasing “the strides” the firm has made “from May 2024 to April 2025”. The review also highlights the firm’s “key initiatives and programmes” from the past year, including:

• launching its podcast series, The Space, which celebrates the diverse career paths and perspectives of those working at the firm;
• offering 1-2-1 wellbeing coaching to partners;
• training an additional 15 mental health first aiders;
• publishing an inclusive language guide; and
• launching EVOLVE – the firm’s newest network that aims to bring together junior talent from across the firm.

In its IFA review, the firm outlined its next steps for 2025/26, which include:

• completing a neurodiversity assessment to create a roadmap for being more neuroinclusive;
• exploring how the firm can use mentoring to support career development and retention;  and
• reviewing the impact of the firm’s Race Action Plan and identifying the next steps.

Elsewhere, the firm received Mansfield Rule Accreditation from Diversity Lab in 2024, reflecting “the significant structural changes and initiatives” it’s implemented over the previous year to ensure that leadership opportunities “are accessible and transparent to all qualified lawyers”. The firm revealed that its “leadership shortlists now include at least 30% female lawyers, underrepresented racial and ethnic lawyers, LGBTQ+ lawyers, lawyers with disabilities, and, for the first time this year, lawyers from diverse socioeconomic backgrounds”.