At Michelmores, we cultivate a Culture of Choice – an environment where everyone belongs, can bring their whole self, and thrive.
In the summer of 2024, we engaged an inclusion specialist to support a listening project which engaged 18 of our people, across six focus groups. Those who contributed came from different offices, were from a variety of roles, both legal and business services, and wanted to share their experiences on diverse aspects of EDI and inclusion. The feedback we received has informed our approach to EDI and is helping us to formulate a new strategy and action plan. Our new EDI strategy will enhance the work we have been doing in this space for some years now; it will increase our commitment to initiatives that aim to make law more accessible; to diversity and opportunity for all as well as the psychological safety of our people.
An important step in creating and fostering an inclusive culture is the ability to identify any hidden barriers to opportunity. Having accurate data about the diversity of our people is vital and helps us as we continue on our journey to create a firm that truly reflects our society and its communities. We regularly review our diversity data to monitor progress and drive initiatives. You can view a snapshot of our diversity data in our reports for the Solicitors Regulation Authority for 2023 and 2025.
We launched Women@Michelmores in 2016 to support women’s development and progression, aiming for better gender balance across our partnership. By 2022, we surpassed our 30% target, and as of May 2025, 51% of our partners are women, with 74% at senior associate level.
Our commitment extends beyond the Firm. Colleagues actively champion gender parity through initiatives like Women in Telecoms and Technology, the Empowering Girls Network, and Inclusive Angels, which is reshaping angel investing.
At the Firm, we foster psychological safety and open dialogue on sensitive topics such as menopause, fertility, pregnancy loss, and domestic violence. We were the first law firm to sign the Employers with a Heart Charter, extending maternity leave and offering compassionate leave for neonatal care.
Our Menopause Champions raise awareness of the symptoms of menopause; they support everyone at the Firm to talk honestly about the impact these symptoms can have on us all.
We support colleagues with caring responsibilities through our Family Network and Family Leave Programme, ensuring everyone feels valued before, during, and after leave. We know that investing in family support drives female progression and gender parity.
Transparency matters. We publish annual gender pay gap reports and use insights to close gaps by increasing female representation in senior roles and encouraging more men into early-career positions. Our analysis confirms that men and women are paid equally for equivalent roles.
For the full 2024 report, please click here.
For the full 2023 report, please click here.
For the full 2022 report, please click here.
For the full 2021 report, please click here.
We’re proud to rank 57th in the 2025 Social Mobility Employer Index, placing us among the UK’s Top 75 employers and driving positive change in access to the legal profession.
In 2022, we introduced Momentum with Visionpath to inspire disadvantaged students through workshops, mentoring, and skills development. Through Momentum and other initiatives such as our inclusive apprenticeships and fair recruitment practices, we’re breaking down barriers and creating opportunities for all. Our approach is backed by strong engagement, with 79% of colleagues participating in diversity data reporting.
We’ve launched a Social Mobility network to provide peer support and champion these efforts. Beyond the Firm, we partner with organisations including 10,000 Black Interns, PRIME, Pathways to Law, and Visionpath.
Our colleagues are passionate about making law more accessible and driving meaningful social change—within our industry and the wider community.
Outside of the Firm, we know that many in the LGBTQ+ community still face prejudice, so we work hard to ensure Michelmores is a place where all colleagues can thrive. Our LGBTQ+ network promotes visibility and allyship through initiatives like rainbow lanyards, Pride storytelling, and year-round support. Alongside our internal network, we partner with LeGaBesT, Stonewall, and Inclusive Employers to strengthen inclusion and listen to our people about the support they need. We’re committed to creating a culture where everyone feels safe, valued, and able to bring their true selves to work.
We are committed to fostering a disability inclusive approach. We’ve launched our Accessibility network — a space to share knowledge, challenge stigma, and promote resources for colleagues and clients with visible and hidden disabilities. The network is a space for all our people to find allyship, advocacy and peer support for issues affecting them, a colleague, or loved one. The network supports our inclusion initiatives, raising awareness and fostering opportunity for under-represented groups.
We are committed to taking positive action to widen access to the law and support levelling opportunities for colleagues from ethnically diverse backgrounds. We work in partnership with several organisations and charities to push forward our diversity and inclusion work, these include 10,000 Black Interns and the Ethnic Solicitors South West network. Our Race, Ethnicity and Cultural Heritage (REACH) network celebrates racial and cultural diversity through events and awareness initiatives.
We work with a number of organisations, including Inclusive Employers, Employers with a Heart, Vision Path, Stonewall, Aspiring Solicitors, Pathways to Law and PRIME, to promote and encourage diversity within the Firm and the profession. We are also signatories of the Law Society’s Diversity & Inclusion Charter and the Mindful Business Charter which commits to supporting mental health and wellbeing.
The review and development of our diversity programme is the responsibility of Kim Tomlinson, our Deputy HR Director. If you have any feedback about our approach to Equality and Diversity, please let our Deputy HR Director know.
