We understand that diversity and inclusion are good for our staff and their families, our firm and our clients, and society. We believe that to help achieve these values we have to be champions of, and campaigners for them across our firm, with our clients, and in the world.
Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.
We recognise that a true diversity of talent and experience is an essential ingredient in our success. To be the global law firm of choice in this area we need to be the leaders in this area.
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Our combined expertise around risk, employment, change strategy and pro bono provides our clients with world class strategic advice on inclusion.
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Our goal is to use our expertise to help realise our values on inclusion across society. We believe that for our values to be real we must be prepared to use our skills to champion and deliver them.
Find out moreGlobal Director of Inclusion Tiernan Brady discusses why permanent campaigning is at the heart of our inclusion & diversity strategy.
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In 2020, Clifford Chance launched new and ambitious global and regional targets for gender, LGBT+ and ethnicity inclusion.
With the firm increasing its focus on its global inclusion strategy - change the rules, change the culture and change the lived experience - new regional targets were introduced to ensure greater ambition, progress and accountability are embedded across the firm's global network.
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Taking the classical approach to mentoring and turning it on its head has moved diversity issues further up the agenda.
Germany’s Reverse Mentoring programme champion and Counsel Anna Thwaites explains how it is helping foster a more inclusive culture at the firm in our 2021 Inclusion Report.
Find out moreClifford Chance has achieved Mansfield Rule certification in the United States for the sixth year running, and in the United Kingdom with an inaugural group of law firms.
The Mansfield Rule is a 12-month certification process that measures whether law firms have considered at least 30% women, racial and ethnic minorities, LGBTQ+ lawyers, and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions.
Find out moreThe latest points of view from our people on our responsible business activities
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