Diversity, equity and inclusion (DEI) at Howard Kennedy is supported through leadership accountability and active colleague involvement. Our DEI Committee provides direction and oversight and helps to embed inclusive practices across the firm's operations and culture. This work is strengthened by our employee-led networks, which help shape an inclusive culture by strengthening connection, providing peer support and promoting education and awareness across the firm. Open to all colleagues, the networks ensure diverse perspectives are heard and reflected into everyday working life.
Our networks are:
- REACH (Religion, Ethnicity, And Cultural Heritage): Embraces cultural and ethnic diversity and celebrates the diverse faiths and heritages of our people through education and awareness-raising activities.
- Empower: Supporting gender equity by helping individuals to reach their full potential and addressing barriers through inclusivity, mutual respect and understanding.
- Pride: Promotes an inclusive workplace and provides allyship and advocacy for LGBTQ+ colleagues.
- AdaptAble: Supports colleagues with disabilities and neurodivergence, advocating for equal opportunities and an environment in which everyone can thrive.
- Social Mobility: Supports everyone to achieve their potential, regardless of their socio-economic background, through recruitment, community and advocacy activities.
Our approach is underpinned by a range of practical measures indluging:
- Inclusive recruitment practices that support fairness, transparency and accessibility, helping to widen access to opportunities across the firm.
- People policies, practices and wellbeing support that reflect different life stages and circumstances, including flexible working, enhanced family-related leave, menopause support and access to a wellbeing hub.
- Learning and development that embeds DEI principles, including manager and leadership programmes incorporating psychological safety and engagement as a foundational thread, mentoring for early career colleagues, and guidance for supervisors to support effective development conversations.
- Listening and feedback mechanisms, including people surveys and engagement forums, to understand how inclusion is experienced across the firm and to inform ongoing improvement.
