Equality, Diversity and Inclusion (EDI)

We embed EDI through training of staff and by enforcing the requirement to ensure that our suppliers and contractors are committed to the same.

New joiners receive EDI training as part of their induction and all our employees and partners receive regular update training on EDI issues. It is a contractual requirement that staff and partners complete this training when invited to do so.

Our training covers:

• Equality and diversity in the workplace
• Discrimination
• Equality legislation
• Religion, belief and race
• Marriage and sexual orientation
• Disability
• Age
• Sexism, pregnancy and maternity
• Gender reassignment

We maintain records of all employee details relating to age, disability, gender identity, marriage and civil partnership, race, religion or belief, sex or sexual orientation, and socio-economic background. This statistical data is used to provide ongoing assessments of our staff profile and will be treated in the strictest confidence.

Diversity in senior leadership is a priority for us, and over 65% of our Partners are under the age of 45. Through our Equity, Diversity & Inclusion (EDI) programme, we’ve made meaningful progress. As of 2025, 50% of Devonshires Partners are female - a 12% increase since 2022 - and 27% of our staff identify as being from Black, Asian or Minority Ethnic backgrounds, reflecting a 5% increase over the same period. While we recognise that continuous improvement is essential, we are proud to offer an inclusive workplace that provides equal opportunities to colleagues from all backgrounds.

We benchmark the composition of our workforce against diversity statistics for the City of London, Greater London, and the UK.

You can download a copy of our Gender Pay Gap Report 2025 here.

We are committed to providing equal opportunities in employment and to providing a workplace free from discrimination and harassment. As such all job applicants, employees, partners, and third parties who come into contact with us will receive equal treatment, regardless of age, disability, gender identity, marriage, and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. We welcome all applications.

EDI is considered at every level to ensure that we recruit, retain and promote the best people irrespective of their background to meet our current and future business needs.

Recruitment of all employees is conducted in a systematic way which enables us to select the most suitable candidates. We advertise all our vacancies internally and externally on our website, social media, and with various universities to attract a variety of candidates. We recruit solicitors who have qualified through the traditional route but also through alternative routes such as CILEx.

We will only ever engage with suppliers, subcontractors, or third parties who take active steps to follow good practice in recruiting, developing, and managing staff that help to widen opportunities in under-represented groups, and who in turn look for similar practices in suppliers, subcontractors, or third parties with whom they contract.

Our HR department generally asks recruitment agents to provide us with their EDI policies to ensure their stance on EDI issues is in line with ours.