At Fladgate, fostering an unlimited partnership with people is integral to our approach, defining personal and collaborative relationships. Surveys from both our team and clients affirm this common thread in our vision, business plan, and values. We have ingrained inclusion and diversity into our business strategy, acknowledging the necessary steps to fully embody this vision. Achieving truly inclusive cultures and diverse teams is pivotal to our success, and we’ve personalised our commitment to this journey.
In 2018, the firm set gender representation targets for partners; we aimed to have no less than 25% female partners by 2020, which we achieved in 2019. Our next goal is to increase the number of women Partners by 24% - 33% by 2024.
We also set ethnic diversity targets in 2019. No less than 15-16+% of the firm to be from an ethnic minority background, including, at partner level, by April 2025. No less than 16% by April 2030.
We are proud of where we are, but there is always more that can be done. We want to continue to improve inclusion and diversity across the firm. We hold ourselves to account by monitoring and publishing data that shows our progress.
Our I&D strategy is led by Claire Cherrington, Director of People and Culture on behalf of the Executive Board, who works closely with our partner lead for I&D, Helen Curtis-Goulding. We also have employee and partner led networks across the firm who support and inform our inclusive culture at Fladgate.
We currently measure our success and progress in six key areas:
1. Leadership: to increase diversity in our leadership and ensure our leaders are inclusive
2. Recruitment and retention: to increase diversity across the firm
3. Experience and progression: to ensure a fair experience across all key people processes
4. Culture: to embed our inclusive culture and drive positive change
5. Wellbeing: to have happy and motivated people in a new world
6. Networks: to be collaborative and work together to achieve our strategy