"Celebrating difference" is one of our core values. To us, promoting and sustaining a more inclusive and diverse workplace is essential to how we operate. We believe our differences result in a greater achievement. And there is always work to do. We are always striving to increase representation of people from underrepresented communities at all levels.
We have many inclusion networks. Made up of our people, these groups identify and help drive the change we need to improve our culture and hold impactful awareness-raising events right across the year. Some networks are firm wide, but we have other local and regional groups too.
GECCO (Gender Equality at Clyde & Co) is a global network which focuses on gender equality and supporting the firm in building a more gender diverse workplace.
NAWI (North American Women's Initiative) is dedicated to attracting, promoting, and supporting our female lawyers through business development initiatives and internal and external programming.
Our ACED (Achieving Cultural and Ethnic Diversity) network provides colleagues in the UK, Europe, MEA and APAC an opportunity to share experiences and celebrate topics relating to culture, race, ethnicity and religion.
BIPoCC (Black, Indigenous, and People of Color and Clyde) provides a forum in North America for our people from the Black, Indigenous, and People of Color communities and their Allies.
LEAP (Leading and Empowering Asian Professionals) provides a forum in North America for our people from the AAPI or Asian Canadian communities.
The Pryde & Co network is where our LGBTQIA+ colleagues and their allies globally can share experiences and identify opportunities for change.
Our EnAble network, founded in the UK, provides a space for colleagues around the world to connect, talk and discuss ways to improve accessibility in the firm.
PACT (Parents and Carers Together) at Clyde & Co is a global forum for colleagues who are interested in promoting a balanced work-life and supporting the needs of colleagues with parental and caring responsibilities.
As part of our commitment to inclusion, we are continuously evaluating the way in which we work and introducing new initiatives to support an inclusive working environment while raising awareness. Examples of this are:
Read stories and experiences from our people who have made success happen, how they did it and what support they got.
Partner and EnAble Sponsor
“I am the Bristol office representative for the EnAble network which is a core part of Clyde & Co's commitment to Equality, Diversity and Inclusion. I also have Secondary Progressive Multiple Sclerosis which affects my mobility and other aspects of my life. The purpose of our network is to provide support and guidance and to raise awareness of disability and neurodiversity within the workplace. We highlight the benefits of having a diverse, safe and accessible working environment. Neurodiversity is also very close to my heart as my daughter has Autistic Spectrum Disorder. I am greatly helped by the opportunity to regularly catch up with and learn from other colleagues across the firm impacted by disability and neurodiversity. It is a very positive and safe network and anyone is welcome to join.”
Junior Associate and ACED Co Chair
“I am one of the Co-Chairs for the ACED Network. ACED is the firm's cultural and ethnic diversity network which seeks to address and tackle issues relevant to ethnically diverse employees. The network is open to all colleagues and supported by allies across the firm. We embrace Clyde & Co's core value to Celebrate Difference and highlight the benefits of a diverse working environment. We provide colleagues with support and safe spaces to discuss their experiences, encourage inclusive behaviours and celebrate their culture and ethnicities via events and awareness raising activities. This work ensures that colleagues can come to work comfortable to be their authentic selves, feel supported and included and able to progress within the firm. The network also supports initiatives that increase representation of those from diverse backgrounds at the firm and professional spaces such as the LIFT initiative and internships provided as a Premier Partner of the 10,000 Interns Foundation.”
Trainee Solicitor and Pryde & Co Co-Chair
“We're very fortunate at Clyde & Co to have a people-first approach. But mostly to have people who are different, we've got a very diverse workforce. So, when you jump into a new team, it doesn't feel like you have nothing to say, you're actively brought into the conversation. What really fuels that, is leaders who incorporate and encompass those from different backgrounds and different intersectional identities.”
Our US and UK offices work closely with the Diversity Lab to integrate the Mansfield Rule, ensuring firms reach a critical point of representation at more senior levels to tackle bias. It establishes an ambition to consider at least 30% women, underrepresented racial and ethnic lawyers, LGBTQIA+ lawyers and lawyers with disabilities for its leadership and governance positions, partner promotions, client pitch opportunities and senior lateral positions. Alongside achieving certification in both countries, we’re working hard to improve and maintain the high standards we’ve set.
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