Championing Change: Embracing LGBT+ Inclusion at Pinsent Masons

At Pinsent Masons, we have a long history of championing LGBT+ Inclusion. We have aimed to embed inclusion into everything that we do. That means working with our legal practice groups and departments to ensure that from our supply chain and client offerings to our internal business functions, we want all our people have inclusion at the front of their minds.

Our LGBT+ network works closely with both the central Responsible Business team and the firm’s senior leadership and board to ensure that the voices of our LGBT+ people and Partners are heard. 

We know being LGBT+ inclusive makes us a better business, and that ‘culture’ does not just happen, it’s made, it’s in our words and actions. We want to go above and beyond the Equality Act to ensure that all our people, clients, suppliers, and communities feel included and able to be themselves. For example, our Global Family Leave policy, which grants 16 weeks of paid leave to all employees and Partners, uses gender-neutral language and specifically references surrogacy and adoption when stating eligibility. This policy is available to all colleagues, regardless of gender, sexual orientation, marital or civil partner status, gender identity or expression.  

We sponsor/donate to numerous events and organisations across the globe, such as Pink Dot Hong Kong and Out at the Market in Belfast, as well as being members of organisations such as Stonewall, Working With Pride, and Open For Business. This means that we are visible in the communities in which we operate. We pro-actively attract and welcome LGBT+ students to our graduate recruitment programmes and vacancies by taking part in Early Talent initiatives such as DiversCity. Our email signatures include reference to our Stonewall Global WEI Top Employer Award. We also run training sessions to upskill our people, clients, and suppliers. 

Our LGBT+ Network recently ran an internal campaign called ‘Be You’. The predominant theme throughout all of these profiles was that people genuinely feel that they could truly be themselves within Pinsent Masons, due to the supportive and inclusive culture. It is truly moving to hear that one of our colleagues said that they felt so comfortable that they came out to their colleagues before their family, and it was with their support that they finally managed to feel able to be themselves and comfortable being open about their sexual orientation. 

As the firm looks to the future, we hope our culture ensures that Pinsent Masons remains a place where everyone can thrive. 

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