Global law firm DWF has announced new targets to increase diversity within its senior leadership positions over the next three years.
It is aiming for female representation on its Executive Board to be at least 33% by 2022 (currently 27%), and for women to hold at least 30% of other senior leadership positions, which include the three most senior career levels at DWF, equivalent to Partner, Director and Head of level (currently 27%).
The firm has also set a target to achieve at least 10% BAME (Black, Asian and Minority Ethnic) representation across senior leadership positions, inclusive of the Board membership by 2022. Furthermore, the Board plans to initiate BAME pay gap reporting by the end of 2020.
DIVERSE AMBITIONS
According to DWF, the targets focus on ensuring that a diverse group of people have access to senior management roles within the business. The firm says it currently meets the voluntary target of having at least 33% of women on its plc Board as set out in the Hampton-Alexander Review in respect of gender balance and aims to at least maintain its current gender diversity, having no fewer than three women on the Board.
“At DWF we share a common ambition with other progressive businesses to improve diversity on our main Board, Executive Board and across our wider senior leadership. We want these targets to take us further than ever before,” stated Andrew Leaitherland, Group CEO at DWF. “The goals are based on our learnings over the past few years and are founded in our belief that inclusion, diversity and equality are fundamental to driving our future success and demonstrate the commitment of our leadership to effect change, making DWF truly open to all.”
SERIOUS COMMITMENT
Adding to his comments, Seema Bains, Partner and Head of the Diversity & Inclusion Leadership Group at DWF, said: “Becoming diverse rarely happens by accident. Real diversity and inclusion require change and commitment. We are serious about recruiting and retaining a diverse workforce as well as ensuring our colleagues have access to opportunities to grow and progress.”
DWF confirms it has already kicked off various activities to accomplish these targets. This includes the appointment of Diversity & Inclusion Executive Sponsors (including Race & Ethnicity and Gender sponsors) tasked to provide regular progress updates to the Board, the provision of unconscious bias and inclusive leadership training, reverse mentoring and meaningful engagement with DWF’s affinity networks.
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