Squire Patton Boggs Achieves Against Diversity Targets in UK

Squire Patton Boggs has today announced its progress against UK targets for gender, ethnicity, social mobility, disability and LGBT+ that it set for the first time last year. The targets are part of a five-year action plan to improve diversity and inclusion at the firm.

When the diversity targets were announced in April 2021, the firm had 17% female partners and 13% ethnic minority representation. These figures have now increased to:

• 21% of female partners in the UK, ahead of its target of 20% within two years, and on course to achieve its target of 25% by 2026.
• 14% ethnic minority representation across the firm, an increase of 1%, with the firm aiming to achieve its target of 16% within two years, and 19% by 2026.

The firm has also achieved a top 15 ranking in the Social Mobility Foundation’s Employer Index, up from 46th place in 2020.

As part of its action plan, the firm has introduced a number of measures focused on improving its approach to the recruitment, retention and advancement of employees. These include:

• Partnering with specialist organisations such as the Reignite Academy, Aspiring Solicitors and the Black Solicitors Network to widen the firm’s access to talent, as well as the expansion of its apprenticeship programme.
• Overhauling family friendly policies, including increasing paid leave for primary and secondary care-givers and for fertility treatment, as well as a new policy of paid leave for registered carers, an increase in paid compassionate leave and sickness pay. The firm is also reviewing its policies across all offices globally to ensure they are fair and competitive in local markets.
• Refining its approach to talent management to support progression across the firm, including the adoption of talent matrices and personal development plans, reverse mentoring and leadership development training.

European managing partner Jonathan Jones commented, “Our first year in our five-year plan has seen some measurable progress on some important fronts as we work towards establishing a culture that is more inclusive, fairer and more transparent.

“Our aim is to make the firm a place where people choose to invest their future, developing long careers with the support they need as they go through life’s events. There still remains much for us to do as we continue this journey but we are determined to get there.”