We provide legal and strategic inclusion advice that reflects evolving expectations for organisations globally. Advice on employment law, governance, regulation, data privacy, and disclosure is critical for organisations seeking to implement an effective inclusion strategy.  We help clients across sectors and geographies with proactive inclusion strategies and advice on managing risk in this area.

We coordinate advice across multiple regions to help clients balance regulatory expectations and deliver on their inclusion commitments.

Where issues arise, we help clients conduct investigations and produce fact-finding reports (with related privileged advice).  We advise on grievance and disciplinary procedure and outcomes. We handle litigation and disputes where departing employees allege discrimination, harassment, bullying or whistleblower detriment (in specialist employment tribunals, via alternative dispute resolution or in the civil courts). 

A strong inclusion strategy starts with understanding your workforce: where risks sit, where progress is being made and where action is needed. Investors, clients and regulators increasingly expect an appropriately balanced and credible process for monitoring inclusion.

We help clients understand how to monitor internal demographics lawfully, balancing the data privacy rights of the employer and employee, whilst managing legal and reputational risk.

There is no ‘one size fits all’ solution. Legal requirements, cultural sensitivities and workforce expectations vary across jurisdictions, making global consistency challenging.

We work with clients to design and review inclusion, diversity and equity policies and monitoring strategies that reflect local legal and cultural requirements.

The recruitment, retention and progression of talent is fundamental to building a strong and credible inclusion position. This may need to be balanced against laws or regulations that place limits on "positive discrimination" or affirmative action.

We advise clients on retention and progression issues, including the lawfulness of incentivising and attracting under-represented talent and navigating rules on positive action.

Boards and senior HR leaders must balance a wide range of stakeholder perspectives, including affinity groups, individual employees and the wider business, while maintaining governance, consistency and trust.

We advise on structuring this engagement to support decision-making and withstand internal and external scrutiny. Robust harassment, whistleblowing and grievance frameworks are a critical part of this approach. Effective speak-up processes enable organisations to identify and address behaviours that undermine inclusion before they escalate into legal, regulatory or reputational risk.

We are frequently instructed on the review, testing and remediation of these frameworks, including in sensitive, senior-level situations.

Boards and senior leaders are increasingly expected to demonstrate accountability for appropriately balanced inclusion outcomes. We support clients in tracking progress, evidencing change and meeting internal and external reporting obligations, whether under corporate governance codes, sustainability disclosure frameworks or in response to ESG ratings and investor scrutiny.

Regulation increasingly shapes inclusion governance, including requirements on board diversity, pay gap reporting and the implementation of effective harassment, grievance and whistleblowing frameworks. We help organisations navigate evolving global regulatory expectations, manage risk and support a credible inclusion narrative.

Data governance is critical for effective inclusion oversight. As organisations increasingly use technology, including AI, in recruitment, performance management and talent decisions, ensuring ethical, transparent and non-discriminatory use is vital. We work with boards and senior legal, risk and HR teams to ensure emerging technologies are deployed in a way that aligns technical capability with anti-discrimination law, data protection requirements and evolving AI regulatory frameworks.

A core element of the growing focus on the social pillar of ESG is the ability to identify, assess and address inclusion risks and opportunities within an organisation’s own workforce, across target businesses and throughout value and supply chains.

We support clients with inclusion‑focused due diligence, including:

• preparing tailored diligence reports addressing live or potential discrimination claims
  
  
• assessing gaps in policies and processes against emerging ESG and regulatory expectations
  
  
• testing whether stated inclusion commitments are reflected in practice
  
  
• working with deal teams to identify and assess inclusion‑related issues that may be material to a transaction

For investors and portfolio owners, we support transaction readiness and value protection by:

• auditing portfolio companies and identifying inclusion‑related risks ahead of sale or exit
  
  
• developing practical remediation plans to strengthen inclusion positioning
  
  
• reviewing family‑friendly and flexible working frameworks
  
  
• assessing the handling of live harassment or grievance issues and wider cultural risk

Post‑transaction, we advise on the resolution and integration of inclusion issues, including:

• pay parity and workforce harmonisation in newly combined organisations
  
  
• governance and reporting structures for merged or acquired businesses
  
  
• the design of inclusion initiatives and employee engagement frameworks

Through focused analysis and targeted action, our teams support organisations in protecting against downside risk while maximising the long‑term financial and reputational value of a credible inclusion strategy.