Karen Davies

The new targets, set by the board in consultation with the executive team and the Committed to Change Advisory Group, comprise:

• 40 per cent women, 40 per cent men and 20 per cent flexible (women, men or non-binary persons) representation at partnership and senior business services leader level
• 4 per cent of LGBTI+ representation at partnership and senior business services leader level
• 15 per cent of partners and senior business services leaders to be ethnically diverse, of whom 6 per cent will be Black (UK only)
• At least 35 per cent of trainees each year to be ethnically diverse, of whom 13 per cent will be Black (UK only)
• 30 per cent of legal and business services staff to be ethnically diverse, of whom 13 per cent will be Black (UK only)
• The five-year targets see a broadening of focus areas, with the introduction of a global LGBTI+ target, ethnicity targets in the UK and renewed gender equality targets.
• The firm’s IDB Action Plan sets out eight overarching inclusion priorities and practical steps Ashurst will collectively take to progress IDB at the firm. The global framework follows on from the 2019-2021 Action Plan.

“Delivering on our commitment to inclusion, diversity and belonging is a key strategic priority for the firm and setting targets drives the change we all want to achieve,” said Karen Davies, global chair at Ashurst.

“Creating an inclusive environment for all of our people is critical and our new targets are a key step in achieving that and will provide a clear focus for us all to work together to accelerate change in our firm.”

Global managing partner Paul Jenkins said that since Ashurst set its gender targets in 2018, the firm had significantly improved the gender balance of promotions to partnership (increasing from 58 per cent to 78 per cent), the proportion of females in legal leadership roles (increasing from 23 per cent to 30 per cent, including 50 per cent of the Executive Team now being female) and business services leaders (increasing from 38 per cent to 61 per cent).

“We have, however, far more to do. The IDB Action Plan helps us make tangible progress towards our goal of being the most progressive global firm. The new targets and plan will continue to drive progress in putting inclusion, diversity and belonging at the heart of everything we do and will ensure we hold ourselves to account,” Mr Jenkins said.