Our global diversity strategy
Diversity and inclusion is championed by our senior leadership across all of our offices, and our people networks and affinity groups have visible partner sponsors who are passionate about their focus and committed to driving change.
There is a certain level of diversity that comes with our global presence, especially as it relates to providing our clients with excellence of client service across jurisdictions. This is a strength. Here at Eversheds Sutherland, we strive to “think globally and act locally” when it comes to our approach to inclusion.
So being intentional about building opportunity for underrepresented talent, as those populations are defined within each country we operate in, requires differing priorities and programming that makes sense by region. However, the guiding principle behind each local effort is the goal of creating an approach that is greater than the sum of its parts.
Impact of our approach to diversity and inclusion
Through what we do we aim to create a workplace that:
- fosters an atmosphere of mutual respect
- builds a culture of inclusiveness in which everyone can thrive
- promotes equitable treatment when it comes to opportunity for all
- attracts, develops, retains, and promotes outstanding diverse lawyers/attorneys and business professionals from all backgrounds
- reflects the goals we share with our clients of changing the legal landscape when it comes to increasing diversity, building equity, and creating a truly inclusive culture across the industry
Gender Pay Gap Report
In Ireland, under the Gender Pay Gap Information Act 2021, public and private sector employers with more than 150 employees are required to report their gender pay gap between male and female employees.
The legislation defines the hourly gender pay gap as the difference between the mean hourly remuneration of male employees and female employees expressed as a percentage of the mean hourly remuneration of male employees. It is not the same as equal pay, as it focuses on the representation of women and men in roles across all levels in the organisation, not just men and women with the same skillset and experience doing the same job.
The aim of the yearly gender pay gap report is to highlight and encourage equal representation of genders at all levels within an organisation in Ireland. It allows us to see where there is an over or under representation of women across our workforce. We are committed to reducing our gender pay gap in the coming years by increasing the level of diversity across the firm most particularly at senior levels.
Our local missions
Read about our Diversity and Inclusion efforts in specific countries.