Apply now!Diversity & Inclusion at Taylor Wessing
We’re committed to delivering an inclusive culture and progressive environment where we empower all of our people to lead, learn, and grow. We recognise that the legal sector has much to do to improve diversity and that we are responsible for making progress for our people, aspiring legal professionals, and the wider legal community.
Nurturing a diverse, inclusive culture allows all of our talent to flourish. It sparks creativity amongst our people. It powers innovation for our clients.
Our Inclusion networks drive inclusivity, peer support, active allyship, and collaboration across the firm. They connect individuals with shared identities and values who are passionate about promoting diversity, equity, and belonging for all colleagues. We each have a responsibility to shape our culture, and our trainees are involved in the committees of all our Inclusion networks.
Read on to find out more about our Inclusion networks' annual highlights.
Balance in Business network:
The Balance in Business network celebrated International Women’s Day and International Men’s Day with storytelling events involving the themes of ‘invest in women’ and ‘positive male role models’. In response to feedback from the network, they also brought women together to hear from senior women leaders on the power of networking, which created a forum to put their networking skills to the test and develop relationships across teams and practice areas. Building on previous menopause awareness campaigns and events, the network launched the Menopause Cafe, a support group for colleagues impacted. This has proven to be a significant milestone in the firm’s commitment to supporting our people in all life stages.
Cultural Diversity network:
The Cultural Diversity network started the year by revisiting the topic of anti-racism, and they hosted an informative and educational webinar in April in collaboration with the equaliTW network and myGwork. The network also embarked on a storytelling journey with colleagues of different religious and cultural backgrounds as we marked significant occasions. Finally, this year saw the inaugural meeting of the Black Heritage group in response to feedback from network members, which aims to centre and amplify the voices of Black colleagues.
equaliTW network:
The equaliTW network has continued to engage with colleagues in moments of celebration and education during LGBTQ+ History Month, Pride Month, and other key observances across the year. We heard from MindOut, the national mental health charity for the LGBTQ+ community, on the importance of mental health support and safe spaces. Emily Garside also delivered ‘Talking Pride’ sessions in our London and Liverpool offices, sharing insights on history, flags, labels, and representation. We celebrated Pride across all of our UK and Ireland offices, including an enlightening discussion with client panellists on authentic Pride support in our London headquarters and some memorable march moments from Cambridge, Dublin, and Liverpool’s local Pride parades. Our partnership with myGwork continued to flourish this year. We sponsored WorkPride, took part in WorkFair for the second year and supported their global inclusion campaigns. We continue to support the London LGBTQ+ Community Centre as a corporate sponsor, ensuring its longevity as a vital hub of services and support for the LGBTQ+ community. We also took part in National Student Pride in early 2025.
Wellbeing network:
Our Wellbeing network continues to bring colleagues together to drive conversations and actions across the firm that can better support the wellbeing of our people. Maintaining a positive approach to physical and mental wellbeing is of huge importance to us. Central to this is a commitment to reducing the stigma surrounding mental health and ensuring that our people are well supported and equipped to deal with any mental health challenges. We promote mental and physical wellbeing, recognising the importance of our people being happy and healthy.
Social Mobility network:
The Social Mobility network has continued its robust support for social mobility outreach programmes, engaging with schools and building connections with universities to provide insights into legal careers, networking opportunities, and offer practical workshops. The dedication of network members to mentoring Year 12 and 13 students exploring a career in law has proven invaluable once again, with 100% of student mentees reporting they felt motivated to work harder in school, felt more confident about different career pathways, and felt like they can succeed in a professional environment like Taylor Wessing. The network has also supported the firm’s collaboration with the 93% Club through their flagship Social Mobility Factory event and engagement with 93% Club university societies.
Family Matters network:
The Family Matters network has created forums for colleagues to discuss family-related topics, including navigating divorce and separation, neurodiversity, and managing a high-performance career. The network has also developed support groups that have brought together colleagues experiencing similar events or phases within their families, including elder care, single parenting, parenting neurodivergent children, and returning parents. Additionally, the network’s committee members were influential in developing the firm’s new Family Leave Policies that increased paternity leave to 12 weeks and introduced neonatal and carer leave for our people.
Outreach
Aspiring Solicitors:
We have partnered with Aspiring Solicitors for several years supporting the objective of increasing social mobility within the legal profession. More recently we have built a Head Start programme with Aspiring Solicitors which enables us to provide support and guidance, reducing any barriers, at all stages of the career, from joining our Vacation Scheme to qualifying with the firm.
myGwork:
We've partnered with myGwork, the largest global business community of LGBTQ+ professionals, graduates, inclusive employers, and allies who champion workplace equality. It empowers the LGBTQ+ community by providing a safe space where members can connect with inclusive employers, discover jobs and participate in training and events. We also participate in WorkFair and regularly contribute to blogs and webinars and promote our opportunities on the myGwork jobs board to further establish Taylor Wessing as an LGBTQ+ friendly employer.
MyPlus Consulting:
We have an open dialogue around disabilities from the start; whether that involves addressing concerns related to our recruitment process or working environment. In partnership with MyPlus Consulting, we embed disability confidence throughout our student recruitment strategy, from attracting candidates through to assessment and onboarding. Through our engagement with the MyPlus Students' Club, we promote opportunities to students with disabilities, long-term health conditions and neurodiversity.
10,000 Black Interns:
We continue to partner with the 10,000 Black Interns Foundation to build a strong trainee pipeline of black heritage talent, aiming to break down the systemic barriers preventing ethnically diverse talent from entering the legal sector.
Rare:
Not every candidate’s achievements look the same on paper. That’s why we use Rare Recruitment's Contextual Recruitment System (CRS) to consider every student's achievements in context, helping to identify those with the greatest potential, from all backgrounds.
93% Club:
We are proud to partner with the 93% Club, supporting state-educated students through initiatives such as their flagship Social Mobility Factory event and active engagement with university 93% Club societies nationwide. Our involvement helps empower young people from diverse backgrounds to realise their potential in the legal sector
Uptree:
We work with Uptree to support their mission of increasing access to professional careers for students from lower socioeconomic backgrounds. We run insight days and mentoring programmes, including CV writing workshops, mock interviews, and building your brand workshops.
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