At Allen & Overy we recognise that people are different – in ways we can see, like age, gender, ethnicity and physical appearance, and in ways we can't see, like education, social background, religion, sexual orientation, personal experiences and perspectives.
Looking across our global network, the challenges around diversity and inclusion vary. They include meeting obligations to publish data on our people demographics, being able to offer greater opportunities for flexible working, levels of participation in global people networks and developing the talent and skills of our people. In many parts of the world we can't track our progress using demographic people statistics. Diversity is complex and interpreted differently, and direct links between initiatives and the impact on business performance is hard to attain.
As a leading international law firm, we have a responsibility to drive change in our profession, to ensure it is attractive and accessible to talented people who have the potential to succeed. We are at the forefront of finding solutions to address the key issues; working with government, the media and expert not-for-profit organisations on issues such as the provision of quality work experience to young people from less privileged backgrounds in the UK. It's early days in terms of assessing the long term impact of such initiatives but we will continue to support and find ways to track our progress of our firm and the wider profession in achieving greater diversity at all levels and in all jurisdictions.