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Linklaters

Diversity & Inclusion

The pulse of our firm

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DEI

 

Diversity, Equity, and Inclusion is the pulse of our firm, running through our global business strategy and firmly embedded in our culture and values. We are committed to using our position as a global business to create fairer systems and a more inclusive culture within our firm and beyond in accordance with all applicable local laws and regulations.

<h3 style="text-align:left">Our global priority areas

To help us focus and measure our efforts in D&I, we have prioritised six strands of diversity globally.

We are committed to creating an environment in which women are able to progress and where all genders feel supported in balancing their responsibilities inside and outside of the workplace.

We want our firm to reflect the races, ethnicities, cultures and nationalities that exist in the communities in which we operate.

We strive to be a place where personal background, social identity and socio-economic circumstances are no barriers to success.

Our changing workplace means that people of different age groups and life stages will work together and require different working arrangements over their careers.

Our aim is to create an environment of inclusion and belonging for people of all sexual orientations, gender identities and gender expressions.

We want to be a firm that recognises, harnesses and celebrates the unique talents and abilities of people living with disabilities.
Gender
Race & Ethnicity
Social Mobility
Age & Life Stage
LGBT
Disability

How can Linklaters help you prepare?

Our global team have assembled FAQs, insights and briefings on the implications of Brexit for your business and beyond.

Our Services
Statutory Instruments
Statutory Instruments
Toolkits and FAQs
Statutory Instruments
Statutory Instruments

Our Services

We have advised multiple corporates, global financial institutions and governments since before the referendum. This includes areas such as:

  • Strategic and operational planning for Brexit, including reorganisation or restructuring options for businesses
  • International trade law including impact on supply chains and services
  • Privacy and data protection regulatory implications
  • Contract hygiene and contract continuity
  • The impact on human resources
  • Current and future dispute resolution
  • State aid and other competition-related issues
  • Prospects for and implications of regulatory divergence, equivalence and mutual recognition – including in the financial sector

Statutory Instruments

The UK Government has begun publishing amendments under the European Union (Withdrawal) Act 2018. The purpose of the amendments is to ensure the UK’s laws work properly when the UK leaves the EU in March 2019. Up to 1000 amending statutory instruments are expected. These are being prepared on the basis of the UK leaving the EU in March 2019 without a transition period.

Linklaters Brexit Statutory Instruments Tracker

Our Brexit SI Tracker helps you follow the legislative changes that matter to you. It provides links to published SIs and more in-depth information for some of the most significant changes. 

Statutory Instruments

The UK Government has begun publishing amendments under the European Union (Withdrawal) Act 2018. The purpose of the amendments is to ensure the UK’s laws work properly when the UK leaves the EU in March 2019. Up to 1000 amending statutory instruments are expected. These are being prepared on the basis of the UK leaving the EU in March 2019 without a transition period.

Linklaters Brexit Statutory Instruments Tracker

Our Brexit SI Tracker helps you follow the legislative changes that matter to you. It provides links to published SIs and more in-depth information for some of the most significant changes. 

Toolkits and FAQs

Our range of toolkits and FAQs are designed to help structure your Brexit planning and identify areas of opportunity or risk.

For assistance or to discuss any Brexit related issues you may have, please get in touch with your usual Linklaters contact, or a member of our global Brexit team.

Find out more

Statutory Instruments

The UK Government has begun publishing amendments under the European Union (Withdrawal) Act 2018. The purpose of the amendments is to ensure the UK’s laws work properly when the UK leaves the EU in March 2019. Up to 1000 amending statutory instruments are expected. These are being prepared on the basis of the UK leaving the EU in March 2019 without a transition period.

Linklaters Brexit Statutory Instruments Tracker

Our Brexit SI Tracker helps you follow the legislative changes that matter to you. It provides links to published SIs and more in-depth information for some of the most significant changes. 

Statutory Instruments

The UK Government has begun publishing amendments under the European Union (Withdrawal) Act 2018. The purpose of the amendments is to ensure the UK’s laws work properly when the UK leaves the EU in March 2019. Up to 1000 amending statutory instruments are expected. These are being prepared on the basis of the UK leaving the EU in March 2019 without a transition period.

Linklaters Brexit Statutory Instruments Tracker

Our Brexit SI Tracker helps you follow the legislative changes that matter to you. It provides links to published SIs and more in-depth information for some of the most significant changes. 

Our stories

Select a video to watch from below

Making Links Schools Challenge Grand Final 2019

 

The Making Links Schools Challenge is an innovation competition aimed at 16 – 18 year olds in state schools in the UK. 

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Extended parental leave policy

Nick Porter, partner and Chairman of Linklaters People Committee, speaks more on the topic.

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Living with a disability

Claire Geraghty, Jas Brar, Denise Bryan, James Phoenix and Diana Martinez share their personal experiences of living with a disability.

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Pride video 2019

Scott Simpson, Peter Cohen-Millstein, Vuyo Kwitshana, Peter Fairman, Lara Henriquez, Tim Zgraggen and Henri Olsen share their personal LGBT experiences and stories

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Making Links - Hope's story

 

Trainee Hope Levy-Shepherd talks about her journey to the firm and her involvement in the firm’s BAME Network and Reverse Mentoring scheme.

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Making Links - Daniel's story

 

Trainee Daniel Templeton talks about his life growing up in Liverpool and how he supports LGBT new joiners at the firm as part of his role on the With Pride Committee.

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Making Links – Sebastian’s story

Sebastian Krzyzak, future Linklaters joiner, shares his personal experience of moving to Northern Ireland from Poland and his journey to the firm.

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Celebrating LGBT Pride

Richard Hodgson, Patrick McCann, Charlie Beasley, Lily Merrick and Daniel Nascimento share their personal stories of being LGBT.

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Aspiring professionals: Young Women's Series

Since 2017 we have been working with The Social Mobility Foundation to help inspire and develop young women.

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Shared parental leave



Listen to Managing Associate Clare Baker discuss her experience of shared parental leave at Linklaters.

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Our network groups

We have a range of employee-led network groups to celebrate the diversity in our firm, create a framework for dialogue and foster a sense of inclusion.

  • Gender Equality Network
  • LGBT and Allies Networks
  • Black, Asian and Minority Ethnic Network
  • VisAbility Network
  • Faith and Secular Networks
  • Family and Carers Network

DEI Sponsors

Our programmes and initiatives

We strive to identify those initiatives and actions that will accelerate our progress towards becoming a fair and inclusive culture. Some notable programmes and initiatives include:

'Diverse Voices’ Reverse Mentoring
Global Unconscious Bias and Inclusive Culture Training
Network Groups
Supporting Talent
YourLink

Our ‘Diverse Voices’ Reverse Mentoring scheme gives senior leaders in our firm an opportunity to build their awareness and understanding of different people’s perspectives and experiences.

We have delivered 200+ Unconscious Bias training sessions globally and commenced our next wave of diversity training on Inclusive Culture.

We have a range of employee-led network groups to celebrate the diversity in our firm, create a framework for dialogue and foster a sense of inclusion. These include: Gender Equality Network, With Pride and Allies Networks, Black, Asian and Minority Ethnic Network, VisAbility Network, Faith and Secular Networks, and Family Carers Network.

We develop bespoke talent programmes to help us create a sustainable pipeline of diverse talent for leadership roles in our firm, including our flagship Women’s Leadership Programme, and our pilot INspire Minority Ethnic Talent Programme.

We launched ‘YourLink’ in Germany, an innovative approach to career paths that offers our lawyers more reliable and defined working hours, allowing us to attract and retain talent from a range of life stages.

Meet our Senior Champions

While we believe that creating a diverse and inclusive meritocracy is a shared responsibility, we know that it takes strong leadership and accountability from the top to make change happen.

Claudia Parzani

Senior Champion for Gender 

"I believe that women shall rightly have a place at the table guiding the destiny of our world."

Andreas Steck

Senior Champion for Gender and Senior Partner - Germany

“To increase the number of women in our partnership, we need to build a gender balanced talent pipeline.
Every leader in our firm has to
invest the time and effort to
make this a reality.”

Key Contacts

As a responsible business, it is important that we represent the diversity of our people, our clients and our communities. We know that diversity makes us a better law firm and helps us attract the best talent, drive innovation with diversity of thought, and deliver the best experience to everyone who comes into contact with us. We recruit on the basis of merit, irrespective of age, disability, gender, gender identity, race or ethnicity, marital status, religion, sex, sexual orientation or any other status protected by the laws or regulations in the locations where we operate.

Selection decisions, and the reasons for those decisions, are recorded at each stage of the selection process. Selection criteria and, where appropriate, technical skills tests are in place to measure an individual’s ability for the safe and effective performance of a job. Those involved in recruitment and selection decisions and processes are also provided with guidance on diversity issues. If you require reasonable adjustments to be made during the selection process, please talk to a member of the recruitment team so that any required adjustments can be made in advance.

Specific experience requirements advertised on a role do not intend to preclude applications from candidates who may have more or less experience. Our intention is only to indicate a guideline as to the necessary skills for the role as described.