Governance and accountability

Creating a diverse, equitable and inclusive workplace is everyone's responsibility at Browne Jacobson. Our commitment starts at the top with our Managing Partner, Senior sponsor for DEI at Partnership level and Board. Our DEI strategy provides a solid framework with clear leadership accountability, which is supported by a governance structure, data and reporting, to measure the impact of our work in this area. 

Our DEI SteerCo consists of senior members including the sponsors of each of our six DEI networks, ensuring we have a diversity of experiences involved in the strategic decision-making that enables us to meet the goals of our DEI strategy. Meeting on a quarterly basis, the DEI SteerCo is responsible for developing and steering the DEI strategy, including supporting objectives and action plans, and for setting and monitoring strategic priorities to ensure we continue to make progress towards our ambitions and targets.

Diversity data and transparency

Real progress requires discipline and accountability. That's why we treat DEI with the same rigour as any other business priority by setting clear goals, sharing them publicly, tracking our impact through data, and holding ourselves to account. 

Our people can view, update, or remove their diversity data at any time through our own diversity data portal. With a response rate of 91%, this helps us understand the make-up of our firm and identify where we need to act.

Current workforce diversity demographics (January 2026):

• Gender: 68% female (44% female in the leadership) 
• Ethnicity: 16% UK ethnically diverse (9% UK ethnically diverse leadership) 
• LGBTQ+: 6% 
• Disability: 8% 
• Socio-economic background: 43% professional background; 26% working class background; 11% intermediate; 19% no response or prefer not to say.

We are an accredited Living Wage employer, committed to paying the real living wage according to the Living Wage Foundation. We conduct annual equal pay audits for all staff and have published a pay gap report every year since 2017, which helps us analyse, understand and address our pay gaps.

As well as gender, we have chosen to report on ethnicity, disability, social mobility and LGBTQ+ pay gaps to provide a more holistic view of the pay gap picture and how intersectional issues may impact the goal of pay equity.

Our diversity data (UK)

Pay gap reports

Social mobility data

Awards, accreditations and external partnerships

Third-party recognition of our DEI work includes:

All our awards