Our business depends on our people and their individuality. We are committed to realising the benefits of diversity throughout our business and strive to create and maintain an inclusive work environment.

It is the policy of Bird & Bird ("the Firm") to treat all fairly regardless of:

• race or racial group (including colour, nationality and ethnic or national origins)
• sex (including marital status, gender reassignment, pregnancy, maternity and paternity)
• sexual orientation (including civil partnership status)
• religion, religious belief or similar philosophical belief
• age
• disability

The policy applies to every aspect of employment including:

• recruitment and selection
• terms and conditions of employment
• reward and recognition
• promotion and advancement
• learning and development
• organised social events

The Firm will:

• ensure that no requirement or condition will be imposed or taken into account without legitimate justification which could disadvantage or discriminate against individuals on any of the above grounds
• put appropriate governance in place to ensure that this policy is implemented, developed, communicated and understood throughout the Firm
• communicate that this policy is endorsed and supported by senior management
• monitor and maintain statistics within the Firm’s diverse make up and will make statistics publicly available
• endeavour to establish our Suppliers’ and prospective Suppliers’ attitudes to diversity and will take such attitudes into account when determining which Suppliers to appoint to the Firm.

Primary responsibility for promoting, reviewing and advancing this policy lies with the Diversity Committee.

The Diversity Committee will:

• be appointed from time to time by the Executive Committee (or the Chief Executive Officer acting on their behalf)
• provide quarterly reports to the Executive Committee
• regularly review internal procedures
• liaise with Graduate & Trainee Management, Human Resources and Learning & Development on selection processes and development opportunities
• encourage initiatives to foster a culture of diversity within the Firm

The Diversity Coordinator, reporting to the Diversity Committee will:

• bear responsibility for operational aspects of this policy
• develop initiatives based on best practice
• ensure that the committee is advised of all aspects of legislation

All Partners and staff:

• are required to be aware of and act in accordance with this policy
• should participate in induction training or internal training programmes

All who are involved in recruitment and supervision will:

• be expected to understand the importance of this policy
• actively support the promotion of diversity in the workplace

Graduate & Trainee Management and Human Resources will:

• be responsible for applying this policy throughout all processes

Learning & Development will:

• be responsible for ensuring that appropriate training is available and attendance recorded
   

Any failure to comply with the terms of the policy may result in disciplinary action.

Any complaints from individuals experiencing discrimination (direct, indirect or victimisation) should be addressed to either line management or Human Resources and will be dealt with in accordance with the Firm's Grievance Procedure.