A photo of Burges Salmon at Bristol Pride

At Burges Salmon, diversity and inclusion are integral to our firm wide strategy. Our culture is open, collaborative and inclusive, enabling us to recruit, retain and motivate the highest calibre of people across the business. As a responsible business, it is important to us that all of our people feel that they can be themselves at work.

Our Diversity and Inclusion Group is tasked with supporting the delivery of the firm’s diversity and inclusion strategy and meets on a regular basis to ensure our priorities are being met.

The Bristol Equality Charter has been set up to help improve equality, diversity and inclusion across Bristol. Burges Salmon has been involved from the outset in this important initiative and was one of the first signatories, committing to being an accessible and inclusive organisation and working with other businesses and organisations to share good equality practice and strive towards continuous improvement.

We are an accredited Living Wage Employer and as a responsible business we believe all of our people deserve fair pay.

Burges Salmon is proud to be a Disability Confident Committed employer and we are committed to supporting our disabled employees and ensuring our recruitment opportunities are accessible to all.

Our priorities

  1. Improving gender diversity in senior roles
  2. We are particularly focused on the development and progression of our female lawyers and business professionals. Our career focussed training equips our future talent with the necessary skills and knowledge to enable them to make informed decisions about their own progression.

    We have worked with the Law Society on their Women in Leadership in Law study and we have collaborated with Thomson Reuters as part of their Transforming Women’s Leadership in the Law programme, exploring factors that may be contributing to the loss of female talent in the legal sector and the steps needed to address this.

  3. Improving ethnic diversity across the firm
  4. We are committed to increasing ethnic diversity across the firm. We have partnered with Rare Recruitment, using their Contextual Recruitment System which allows us to consider applicants’ achievements in the context in which those achievements were gained, taking into consideration several socioeconomic factors including postcode, school quality, and eligibility for free school meals.

    We support the Stepping Up Programme, a diversity leadership programme for future leaders in Bristol, developing a talent pipeline that more meaningfully reflects our population and community.

  5. Supporting and developing our LGBT community
  6. We have worked closely with Stonewall since 2012 and we are proud to be ranked 101st in the Stonewall Employer Index. We take part in the annual Stonewall Index which helps us to benchmark our progress on LGBT+ inclusion across the firm.

    We play an active role in Bristol Pride Festival each year, marching in the Bristol Pride parade and taking part in the festival itself. We are proud winners of Best Law Firm 2017 and 2018 at the Bristol Pride Awards.

  7. Social mobility and widening access to the profession
  8. We are committed to improving social inclusion and access to the legal profession, raising aspirations of young people in the local community. We have a partnership with local secondary school Fairfield School, offering support such as employability workshops, careers guidance and interview preparation.

    We are founder members of the Social Mobility Pledge and the Social Mobility Business Partnership and signatories of PRIME. We have made a commitment to improving social mobility through partnerships with schools and adopting open employee recruitment practices.

    Our legal apprenticeship programme was successfully launched in 2016 as part of the Trailblazers initiative and we were the first law firm in Bristol to recruit using these standards. In 2018 we launched our business professionals apprenticeship programme. We hold open evenings for students and their parents to inform them about our apprenticeships and we also visit a number of state schools in the region.

Diversity Networks

As part of our commitment to diversity and inclusion, we support our people in establishing diversity networks:

BProud is our well established LGBT+ network. BProud welcomes both LGBT+ members and allies to promote LGBT+ inclusion across the firm. The network promotes a culture where everyone is able to be open about their sexual orientation. BProud members run and attend many LGBT+ events through the year, most notably, Bristol Pride Festival. The network also assists the firm with its annual Stonewall workplace equality index submission.

BCultured is our BAME network, established in 2018. BCultured aims to promote ethnic diversity and inclusion across all aspects of the firm. Through reverse mentoring, BCultured has helped us to build awareness and better understanding of different cultural perspectives and experiences.

Family Matters is a network that has been established for those with caring responsibilities in the firm. Family Matters aims to provide a space for people to discuss and share experiences openly and hold regular information events.

Burges Salmon Disability Forum is open to anyone who identifies as disabled, cares for someone with a disability or has a general interest in this area and wants to support the Firm in being an accessible and inclusive place to work. The aim of the forum is to ensure that the working environment at Burges Salmon is supportive, accessible and suitable for all of our people.

Download our Firmwide diversity data

View our Equality, Diversity and Inclusion Policy

Download our Gender Pay Gap Report 2019

Download our Gender Pay Gap Report 2018

Download our Gender Pay Gap Report 2017

Diversity and Inclusion

Diversity and inclusion are integral to our people strategy. The values set out in that strategy underpin all that we do
Robert Halton, Chief People Officer
We are very proud of our diversity and inclusion achievements, and we can see the difference it makes in our 2019 people survey, where 95% of respondents agreed that the firm has an open and inclusive culture.
Elizabeth Dunn, Partner