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.
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.
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