Equality, Diversity & Inclusion (ED&I)

When it comes to inclusion & diversity at Thomson Snell & Passmore we’re on a journey – with our colleagues and clients, and in our community – to create a culture that truly lives up to our values. Our supportive and caring workplace is a key part of our success, longevity and high performance and we recognise that by truly embracing diverse perspectives and experiences, we can grow, learn and become better together.

As part of this journey, we have committed to:

Being curious and open to learning

We appreciate that learning about experiences that are different to our own is key to understanding how to create truly inclusive teams; and we recognise the need to constantly challenge ourselves to see how we can keep improving

Acting with integrity and taking responsibility

Inclusion will grow from fairness, trust and respect. It’s not a buzzword, it’s how we treat one another every single day. A key part of this is taking responsibility for the impact that we have on our colleagues, in our industry and for our local communities

Taking an intelligent approach

We are led by the data – both the numbers that speak to representation and retention, and also what our people tell us. This keeps us on track and accountable.

While we recognise we still have a way to go on our inclusion & diversity journey, we are proud of the steps we have taken so far.

The firm is a signatory to the Law Society’s Diversity and Inclusion Charter. The Charter is a public commitment by providers of legal services to develop and implement best practice in equality, diversity and inclusion.

Gender Pay Gap report

Read our 2023-2024 report here.

Everyone at the firm receives diversity and inclusion training to increase awareness and to reinforce the firm’s commitment to providing a diverse and inclusive working environment where bullying, harassment and discrimination are not tolerated.

We encourage all our people to let us know if there are adjustments that can we can provide to help them be more efficient and productive at work, to ensure that any barriers are removed and reasonable adjustments made for those who need additional support.

The firm is a member of LeGal BesT, a LGBTQ+ network for law firms who believe that they can achieve more together.

Diversity data is collected on a biennial basis, to enable us to understand the diversity make-up of the firm’s workforce and identify any trends or action required. Everyone is given the opportunity to self-classify against a range of diversity characteristics. A summary of the firm’s workforce diversity data for 2023 is summarised below. The results reflect a staff response rate of 76%.

The firm also gathers but does not publish, information in relation to disability, religion, sexual orientation, social mobility and caring responsibilities.

Staff ethnic breakdown as a percentage of all staff with the roles reduced to five main categories and the ethnicity categories reported at the highest level

Partners: Black, Asian & minority ethnic 0%, White 100%

Solicitors: Black, Asian & minority ethnic 8%, White 92%

Other fee earners: Black, Asian & minority ethnic 11%, White 89%

Legal Support: Black, Asian & minority ethnic 0%, White 100%

Business Services: Black, Asian & minority ethnic 10%, White 90%

Breakdown by sex as a percentage of all staff with the roles reduced to five categories

 Partners:40% male, 60% female

Solicitors: 37% male, 63% female

Other fee earners: 14% male, 86% female

Legal Support: 4% male, 96% female

Business Services: 29% male, 71% female