Participating law firms

Hogan Lovells is committed to enhancing our diversity and ensuring we are an inclusive working environment that attracts, retains and nurtures its people from diverse backgrounds. “Looking after our people is not only the right thing to do, but also, a healthy, engaged and resilient workforce is more productive, efficient and able to provide clients with the service they expect from us,” says Alison Unsted, Head of Global Diversity, Inclusion, and Wellbeing Strategy.

To find out more about Hogan Lovells’ approach to disability and recruitment, visit their profile here


You shouldn’t be put off a career in law just because you worry how your dyslexia or dyspraxia may affect your work or be perceived. Some of the senior lawyers I’ve worked with are in a similar situation and have carved out incredibly successful careers.

Shaun Cook is a trainee solicitor and he is dyslexic Read his case study

Latham & Watkins’ commitment to diversity, equity, and inclusion is incorporated at every level of the firmThe mission of our Diversity Leadership Committee is to enhance diversity at all levels of our lawyers’ careers including through recruitment, development, retention, promotion, and leadership.

The DLC works closely with our Executive Committee and the committees who oversee recruitment, evaluations, and progression to strengthen and promote the firm as a workplace where the best and brightest attorneys from all groups, including those traditionally underrepresented in the legal industry, excel and find the opportunities and support to fulfill their potential to become firm and industry leaders.

One of our priorities at Linklaters is to create a truly inclusive culture. Our goal is to foster a working environment in which individual differences are respected and valued, and everyone has the opportunity to excel. This includes those who have a disability or long term health condition.

To find out more about Linklaters’ approach to disability and recruitment, visit their profile here

The decision on whether to share information about your disability to a potential or current employer is an important one and each person will feel differently about it. However, in my experience, it has been the best course to be as open and straightforward about it as possible.

I have been involved in disability-focused graduate recruitment sessions a few times now and it’s been great to be able to discuss my experiences with students who are in similar positions to the one I was in when I started looking at careers.”

James Phoenix is an associate, he has a chronic pain condition and is dyspraxic Read his case study

Our approach to diversity is centred around inclusion. We value difference and promote a culture of respect for the individual.

The provision of an inclusive and collegial working environment is fundamental to our vision and a key ingredient to our business success. When every employee feels valued for their contribution and know they can progress on the basis of merit and skill we are able to leverage the full potential of our workforce.

To find out more about Norton Rose Fulbright’s approach to disability and recruitment visit their profile here

“Norton Rose Fulbright has been supportive in trying to put into place all the anticipated adjustments that I require. They have provided me with all the necessary supportive software I need to work and I have had individual 1 on 1 IT sessions so that I am familiar with the new systems and can flag any specific difficulties I may have in the future.”

Kaleem Kahn is an associate solicitor Read his case study

As a firm, we’re committed to diversity and to building an inclusive culture for all. Diversity isn’t just about visible differences, it’s the unique blend of talents, skills and perspectives that make us individuals and we know it’s crucial to have a culture and environment where those differences are genuinely valued.

We are committed to bringing together the right candidates to create the high performing teams that provide our clients with the  exceptional service they expect, and therefore welcome applications from candidates of all backgrounds and experiences.

To find out more about DLA Piper’s approach to disability and recruitment, visit their profile here »