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Hear, in their own words, what diversity means to Gowling WLG...
Diversity and Inclusion at Gowling WLG
At Gowling WLG, diversity, equity, and inclusion (DE&I) sit at the core of our culture and strategy, embedded in our Inclusion for All (IFA) approach. We know that true innovation and success come from a workforce where everyone belongs, and our policies and practices embody this commitment. Our five-year IFA strategy empowers every team and individual to drive change through annual action plans, ensuring that positive change is woven into the everyday experiences of our people.
Our recent progress reflects this ongoing commitment: the percentage of female partners has grown from 21% in 2020 to 35% in 2025, while ethnic minority partners have increased from 4% to 10% in the same period. Looking ahead, we’ve set new targets for 2030 - 40% female partners, 18% ethnic minority partners, and 27% overall ethnic minority representation.
We nurture inclusivity and belonging through six employee networks and four communities that champion difference and support colleagues. Neuroinclusion is a priority, supported by our Neurodiversity Hub and expert partnerships, to ensure accessibility and allow every mind to shine. Through “The Space” podcast, we amplify the journeys and voices of diverse role models across the firm, to showcase different career paths and lived experience.
Our commitment is recognised externally, too: we are three-time Mansfield Rule accredited, recipients of the 2025 Legal 500 ESG award for diversity and inclusion, and listed as a Working Families Top 30 employer and RNIB Visibly Better Employer. Memberships and signatory status in initiatives such as The Mindful Business Charter, Race at Work Charter, and Employers for Carers further demonstrate that at Gowling WLG, inclusion is far more than a value—it is the way we work, grow, and thrive together every day.
To learn more about our activity last year read our Inclusion For All Annual Review 2024/25
Our Strategy
Inclusion for All is our five year strategy that aims to ensure that all of our people feel included and that they belong at Gowling WLG but, importantly, recognising that everyone has a part to play in making the firm truly diverse and inclusive.
Our Inclusion for All strategy covers key firm-wide initiatives, our five employee networks and ensuring that each team at Gowling WLG is enforcing positive change and contributing to our diversity and inclusion goals by delivering and implementing annual action plans.
Our ambitions for 2026 are:
• Diverse teams are the norm;
• Attract, retain and develop diverse talent;
• Collective and individual accountability for D&I;
• Empower our people to be inclusive; and
• Aligning with client expectations.
Our Employee Networks
Our employee networks are open to everyone and provide education and awareness as well as the opportunity for our people to network and support each other. Each network is led by two co-chairs who are employees from the firm and supported by two board sponsors who provide active allyship to the network. Each network focuses on key issues relevant to their members and run events, roundtables and provide feedback to the firm. Our networks are:
• EmbRACE – our race and ethnicity network
• Enable – our disability, mental health and wellbeing network
• Family Matters – our family and carers network
• OpenHouse – our LGBT+ network
• Thrive – our gender network
Initiatives
• Thriving in Partnership - Our Thriving in Partnership project was our biggest research to date on accelerating progress to achieving gender parity in the partnership. Actions are being implemented to address key barriers.
• Black Lives Matter Action Plan – the plan was developed in 2020 and puts in place actions to address the underrepresentation of black talent in our firm and the wider legal sector.
• Black Talent in Law Bursary Scheme - launched the scheme in partnership with The University of Birmingham to offer three students a financial contribution to their studies, a Gowling WLG mentor and work experience.
• Mental Health Support - We have 30 fully trained Mental Health Champions and 8 Domestic Violence Champions across the firm whose role is to listen and provide effective signposting to our people.
• Menopause Support - Support is offered to those experiencing symptoms of menopause via our monthly menopause cafes, our support network and online resources. In addition we have provided educational training to our people including specific sessions aimed at line managers and men.
We are proud to partner with some amazing organisations to help us reach our D&I ambitions, these include; Black Solicitors Network, Working Families, PurpleSpace, Business Disability Forum, ENEI and Stonewall.
We have also made clear commitments to progressing diversity and inclusion in the legal sector by formally signing up for; Rare Race Fairness Commitment, BITC Race at Work Charter, Disability Confident, UN Women's Empowerment Principles, UN Global Compact, Halo Hair Code, Mental Health at Work Commitment and the Menopause Workplace Pledge.
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