Skip to main content


Freshfields launches Diversity and Inclusion Annual Review 2022

Freshfields Bruckhaus Deringer (‘Freshfields) has launched its inaugural Diversity and Inclusion Annual Review 2022, highlighting the firm’s progress on its five-year global commitments and targets for gender, race and ethnicity, and LGBTQ+ representation.

Progress made on the firm’s global targets and inclusion commitments for 2021 - 2026, launched in March 2021, includes:

  • New partners (internal promotes and lateral hires) will be at least 40% women and 40% men (20% men, women or non-binary): In 2021 a historically record-breaking gender diverse group joined the global partnership with 48% women new partners;
  • All key global leadership functions will have ethnic diversity and at least 40% women and 40% men (20% men, women or non-binary): Now stands at 35% women and ethnically diverse representation on some committees (based on available data) - we need to continue to see progress this year to meet our 2023 target;
  • Doubling the number of black associates at the firm by 2026: There has been a +67% increase in the number of black associates this year, meaning the firm is on track to reach its target by 2026;
  • A LGBTQ+ global partnership target of at least 5% by 2026: Following our first global partnership survey, the total percentage of LGBTQ+ partners now stands at 4%.

The review also includes perspectives from some of the many people driving change at Freshfields, and updates on some of the firm’s D&I initiatives and programmes that bring our commitments to life.

Senior Partner, Georgia Dawson, said: “Improving representation across a range of diversity characteristics has long been a focus for Freshfields, and taking these steps – so that everyone at our firm understands our goals and the role they can play in meeting them – was a crucial stage on that journey. Transparency is also critical for any organisation that is serious about change. We promised to report on our progress each year, because our targets will only be effective if we are open about whether we meet them.”

Helen Ouseley, Global Head of Diversity & Inclusion, commented: “We are concentrating our D&I efforts on activity that will move the dial: what will drive the most impact in priority areas. Making practical improvements and measuring our progress is at the heart of our strategic approach.”

To view the full report, click here.