Hogan Lovells commits to Change The Race Ratio

Launched in October 2020 by the Confederation of British Industry (CBI), Change The Race Ratio today celebrates 75 signatories, who have committed to: increase racial and ethnic diversity among Board members, and senior leadership; be transparent on actions; and create an inclusive culture in which talent from all diversities can thrive. This includes annual reporting on progress against a clear action plan.

Delivering on the firm’s commitments to diversity & inclusion (D&I) and responsible business is a strategic priority for Hogan Lovells, and the firm introduced in October 2020 new global goals (UK and U.S.) of 15% minority partners by 2025, in addition to 4% LGBT+ partners. The firm's existing goal of 30% women partners globally by 2022 remains unchanged. Hogan Lovells met its goal for women to occupy 30% of global management positions early, in 2015.

This year, Hogan Lovells has rolled out D&I billable hour credit globally, to ensure underrepresented colleagues are credited for disproportionately undertaking diversity and inclusion activities, and to incentivise all its people to undertake activities that enhance diversity, equity, inclusion and belonging at the firm.

In the UK, the firm is participating this week in UK’s first ever Race Equality Week, as organisations across the country unite to address race in the workplace and drive transparency, accountability and action.

Hogan Lovells is also a signatory to the BiTC Race at Work Charter and its five calls to action, and to the Race Fairness Commitment, a data-driven driven charter examining the recruitment and progression of Black, ethnic minority and white groups; as well as commitments to training, monitoring and mentorship. The firm has for the last two years voluntarily reported ethnicity pay gap data in the UK.

The firm’s Race & Ethnicity at Hogan Lovells (REAHL) employee network is focused on increasing the visibility of BAME talent at all levels, and improving race fluency; including through the introduction of a reciprocal mentoring programme to support the retention and progression of ethnic minority talent, and a more diverse pipeline. The REAHL network has hosted a number of forums and built a hub of anti-racism resources to help its people to educate themselves and to consider what steps they can take as individuals to support race equality.

Susan Bright, Global Managing Partner for Diversity & Inclusion and Responsible Business, said: “Focusing on race and ethnicity, and how we can really shift the needle, is a core part of our strategy to increase diversity throughout our firm and at the highest ranks. We aim to create and maintain a diverse and inclusive working environment where all of our people can be themselves and feel empowered to succeed. Recruiting, recognising, retaining and advancing our underrepresented talent is key to this, as is being transparent about our goals and data, and holding ourselves to account. We have introduced a number of measures to help us achieve our global goals, and regularly evaluate our progress at a substantive level.”