Diversity and Inclusion

We believe in putting people first: for who they are and everything they bring. Supporting them with all they need for equal opportunity. Our clients and our people demand it. It delivers a better working environment, relationships and outcomes. For us, embracing difference should simply be fundamental to business and society as a whole.

At Ogier, this is an ongoing journey. Not presuming an understanding of different people’s experiences and needs. Embracing open and, at times, uncomfortable conversations. As a global business we recognise diversity, equity and inclusion can be complex, challenging and nuanced. So we’re meeting it with courage, drive and openness.

We’ve charged ourselves with building our knowledge and awareness. We’re empowered to hold ourselves and one another accountable – and to take action. We’ve systematically ingrained diversity, equity and inclusion within our decision-making, management and overall approach. Change takes time, but by being bold about difference and brave about change, we’ll get there.

Sponsored by Global Managing Partner Edward Mackereth, the mission of our diversity and inclusion initiative is to create an inclusive and respectful environment where every one of our employees can thrive. We have a dedicated group diversity and inclusion manager and have also appointed Christina Blacklaws, a best-selling author and champion of diversity and inclusion, access to justice, mental health and wellbeing among other areas, onto our executive board as a non-executive director. More than 70 of our team have signed up to be diversity and inclusion leaders in their jurisdictions.

Read our group diversity and inclusion charter.

In October 2021 we were the first law firm in our jurisdictions to voluntarily publish our gender pay gap data.

View more of our diversity and inclusion news.

Key diversity and inclusion activity

Diversity milestones

In February 2021 we made a public commitment to reach 30% female leadership by 2025 – a target we met in 2022 – and 40:40:20 (40% female, 40% male and 20% either female, male or non-binary) by 2030.

As we collect more data internally, we will begin to set milestones for other protected characteristics.

Pay gap report

In October 2021 we were the first law firm in our jurisdictions to voluntarily publish pay gap data, and the first law firm to publish a global pay gap report.

Our pay gap report is currently focussed on gender, but we have introduced a new HR system which will enable us to collect voluntarily disclosed employee data on race and ethnicity, disability and LGBTQ+ identity so we can expand future reports.

Increased parental leave

In February 2022 we significantly expanded our adoption, surrogacy, parental and paternity leave across all our jurisdictions.

We offer 18 weeks paid and 34 weeks unpaid maternity leave across our BVI, Cayman, Hong Kong, and Singapore offices, bringing the policies in line with our Channel Islands offices.

Permanent employees are entitled to this benefit from their first day with Ogier, as continuous service requirements were removed from the Ogier maternity leave policies in 2021.

Across all jurisdictions, adoption and surrogacy leave have also been increased to 18 weeks paid and 34 weeks unpaid, and parental/paternity leave benefits have increased to 9 weeks paid and up to 43 weeks unpaid.

Our total package significantly exceeds statutory requirements.

Employee networks

We currently have three employee networks established: a family network, a gender equality network and a race and ethnicity network. We provide active support to employees who would like to set up a new employee network.

Learning and development

We provide bite-size learning for all employees on diversity and inclusion topics, including gender and sexuality, race and ethnicity, and how to be an ally. We're currently piloting training on disability.

We mark various awareness months and days with internal communications, guest speakers and social events.

Gathering feedback

We run a biannual diversity and inclusion survey to get feedback on our efforts, and understand different groups' sense of belonging. This data directly informs our diversity and inclusion strategy.

Industry charters and pledges

We have signed up to the following industry charters/pledges:

Law Society Women in Law Pledge

Gender Equality Cayman

Jersey IoD D&I Charter

51 Employers (Jersey) - menopause friendly employers