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Clifford Chance

Clifford Chance

People development, inclusion & wellbeing

Creating a safe, healthy and inclusive workplace

People are central to everything we do. We realise the potential of our people by creating a safe, healthy and inclusive firm.

Diversity and inclusion, wellbeing and taking the time to really listen to our people are intrinsic to being a responsible business. They also underpin the key talent themes of our long-term people strategy, which focus on the continued modernisation of our Talent Acquisition; Talent Management; Career Progression; Learning and Leadership Development, and Compensation.

During 2021/22 we achieved continued progress on our gender, ethnicity and LGBT+ inclusion targets, including our most inclusive round of partner promotions and tailored inclusion training for leaders and decision makers. Forward-looking objectives for 2022/23, with everyone in the firm now required to feature one objective related to advancing our firm’s culture of inclusion, and measurable KPIs provide additional focus on our individual and collective inclusion and wellbeing goals. We appointed our firm’s first ever Global Head of Wellbeing and Employee Experience to bring greater focus and alignment to our well-established focus on wellbeing

Explore more of our highlights in this space below.

2022 Responsible Business Report

Our reporting for the year 2021/2022 showcases how our Responsible Business strategy is deeply embedded in our daily work. We take this opportunity to thank our clients (paying and pro bono) and recognise our people, whose efforts make Clifford Chance a leading international law firm known for the quality of the advice that we deliver and the responsible way that we deliver it.

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Progress in 2021/22

41%

of our new internal partner promotions in 2022 were female, more than in any previous promotion round

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78%

engagement and enablement levels in our most recent People Survey, above industry benchmarks

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Case studies

A clear focus on diversity and inclusion

Since signing up to the Mansfield Rule in the US, our experience has been instrumental in helping to deliver our global Inclusion Strategy. By providing focus and clear measurement data on approaches to improving diversity, the process has already yielded impressive results and helped inspire its adoption in the UK.

“Our experience participating in the Mansfield Rule process has been wholly positive,” says Evan Cohen, Regional Managing Partner Americas. “We're in our sixth year of participation, have obtained certification every year and it has certainly led to an increase in the percentage of associates and partners we’ve hired from historically underrepresented groups since we became involved, including lateral hires.”

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Delivering on our people's aspirations and delivering leaders

We only operate at our best when our people do too. And through our Global People Survey, they told us they want more regular feedback and conversations focused on them. So, we launched the Three Conversations framework to give all colleagues the right opportunities to discuss their individual performance, development, and career aspirations.

“Regular feedback is critical for our ongoing development and learning,” says Global Partner for Talent, Chinwe Odimba-Chapman. “When we get this right, people can thrive. And in turn, that increases our capacity to deliver value to our clients."

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Our insights

The latest points of view from our people on our responsible business activities

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Related information