Diversity and inclusion

Inclusivity is integral to our business. By creating an environment where people can be themselves, we ensure everyone is at their most engaged and productive – and as a global operation we rely on the range of perspectives that only a truly diverse workforce can offer.

This is a real commitment on our part, and we expect all our people to take responsibility for it. At the very least, this means being curious about the people around you and learning about the different perspectives of colleagues and clients. But there will also be lots of opportunities for you to get directly involved in the many employee networks and initiatives we have around the world.



Our influential Global Diversity and Inclusion Advisory Council establishes and advocates diversity and inclusion best practice across Norton Rose Fulbright. They regularly review all our diversity and inclusion, and ensure that we’re promoting and managing a culture that values the differences that our people bring to our business. Many of the following initiatives were inspired and implemented by the council.

Our target is to increase the percentage of female partners globally, to 30% by 2020, with the same percentage of female partners represented on all Board and Management Committees globally. Our Global Executive Committee already has 35% female representation and our board has 30% female representation.

We have launched a global disability initiative, Working Start supported by McLaren Honda and are recruiting people with a disability into each of our five regions. In the UK we have been awarded the Disability Two Ticks Symbol by Jobcentre Plus for adopting a proactive approach to employing disabled people.

We launched our unconscious bias training programme, Inclusive Leadership, in 2015. Our aim is for all staff to have completed the programme by the end of 2016.

As a founder member of PRIME we are committed to widening access to the legal profession and provide quality work experience to young people from less advantaged backgrounds. In addition, we also have longstanding relationships with programmes that seek to improve access to students from under-represented BAME backgrounds into our trainee population, including:


Our employee networks are core to our diversity and inclusion strategy. They are influential, and they are open to absolutely everyone. Join one, and you will get to engage in positive changes that shape our working culture. You will also get to meet, and share experiences, with colleagues at all levels from right across the practice.

In our London office, we have six networks in action. They are:


Pride at Norton Rose Fulbright (for LGBT staff and allies) focuses on fostering an inclusive and supportive environment for all people within the LGBT community, both within Norton Rose Fulbright and from our client base. The network regularly hosts social and networking events for our people and clients.


Women in Norton Rose Fulbright provides learning, development and networking opportunities for women within the practice. The network aims to increase diversity and maximise the retention of women here.


Accessible and dynamic, Compass educates and supports Muslim and non-Muslim employees and clients through networking, community engagement and professional development.

Family Matters

Launched in 2010, Family Matters brings together working parents and carers to share knowledge and experiences, and to support them by providing appropriate learning and development and networking opportunities.


Our Flex-ability network is for people who work flexibly and managers who manage people who work flexibly. The network provides support and promotes a positive attitude to all forms of agile working.


In 2015 we launched our Black and Minority Ethnic Network, Origins. Origins will focus on promoting greater inclusion of people from all backgrounds.

"Joining Pride, our LGBT and allies network, has been hugely beneficial. Not only does the network offer support, guidance and varied events for members to attend, but it also builds bridges to people beyond your immediate team or trainee group.

As I’m on the steering committee, it’s also provided valuable experience in areas outside of the training contract. I regularly attend calls with network leaders worldwide, and assist in organising the network’s charitable and client facing events. I have also, on several occasions, been asked to represent the practice and the network at external professional events. It’s helped me understand how we operate as a business, with important and far reaching social responsibilities."

Jack Mason

Diversity and inclusion in numbers

With a diversity and inclusion programme as broad as ours, it is important that we monitor and measure our performance towards our goals. Here is the current diversity profile in our London headquarters.






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