Fides are committed to creating more diverse and inclusive workplaces. Our clients feel increasing pressure from their clients to demonstrate that the makeup of their teams is reflective of where society is today. This requires a fundamental shift in mentality and approach. As such, we seek to actively promote a sense of belonging within our firm and those we represent.

Equality runs thematically throughout our offering. It is reflected in our research as well as the long and shortlists we compile. We collaborate with our clients by signing up to diversity and inclusion charters. We lead by example, providing internships and work experience to promote social mobility, as well as hosting roundtable discussions and seminars to drive the narrative around these crucial topics.

The UK legal profession has made meaningful progress on equity, diversity and inclusion, but significant gaps remain—particularly at senior levels. Women now comprise over half of all lawyers, yet hold only around a third of partnership positions, with marked disparities across practice areas. Representation of lawyers from Black, Asian, Mixed Race or other ethnically diverse backgrounds remains disproportionately low within mid‑ to large‑sized firms, with disability representation also lagging far behind the wider workforce, with only 5–6% of lawyers declaring a disability.

Many firms have responded with ambitious targets, strengthened inclusion networks, contextual recruitment initiatives, and participation in sector‑wide programmes. While progress is visible, the data shows that the profession still faces structural barriers—particularly around socio-economic mobility, leadership representation and equitable progression—making EDI a continued strategic priority across the sector.

How we are playing our part

With this in mind, we have sought to revamp our internal EDI policy to help better promote equal opportunity for women and lawyers from ethnically diverse backgrounds.

We aim to include at least 30% female representation in our long lists with a minimum of two female candidates per shortlist. We go above and beyond to source and include candidates from ethnically diverse backgrounds in shortlists, subject to relevance. If we are unable to meet these targets for any reason, we highlight the issue to our law firm partners and try to explore alternative options, such as assisting to recruit and develop greater diversity at senior associate levels.

We encourage the firms with which we work to make changes to their internal processes in order to help foster inclusion and a sense of belonging as well as enhance the representation of women and ethnically diverse lawyers at interview stage.

Although a positive start, we acknowledge there remains significant room for improvement and, that the industry has many hurdles to overcome to attain true heterogeneity. As such, we continually push to broaden our knowledge and understanding of the issues and challenges faced by underrepresented groups, so as to remain innovative and fresh in our formulation of policies in this area.