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Diversity & inclusion at Leigh Day

Leigh Day is committed to the principles of equality, diversity and inclusion. We value the diversity of our colleagues, our clients and the third parties with whom we work. We seek to create an environment where everyone feels included and valued for their unique characteristics, skills and abilities and supported in their needs and responsibilities.

Leigh Day does not tolerate discrimination, bullying or harassment on grounds of sex, age, race, marital status, pregnancy and maternity, disability, sexual orientation, gender identity, gender expression, gender reassignment, sex characteristics, religion or belief.

We have policies in place to support our commitment to equality and diversity and ensure that it is realised on a day to day basis. We also monitor the way that we employ and manage our staff and the way that we interact with clients, third parties and suppliers to ensure that our dealings are consistent with our principles.

Please see our complaints policy for information about how to make a complaint related to equality and diversity.

Diversity data

You can read data on the diversity of the firm at July 2023.

Our partners and staff provide this information voluntarily. 

Gender pay gap 2022

You can read about our gender pay gap as at April 2022.

You can also read about our gender pay gap information from 2021 and 2020.

Ethnicity pay gap 2020

You can read data about our ethnicity pay gap as at April 2019.


The firm has an LGBT+ Network which is driven by a committee of staff members. Some of the network’s activities include organising seminars and events of LGBT+ interest, providing a peer support network for LGBT+ staff and ensuring the firm's policies and practices support LGBT+ staff.

Leigh Day is also a Stonewall Diversity Champion and submits each year to the Stonewall Workplace Equality Index.


Leigh Day’s Race, Intersectionality, and Structural Equality Committee is led by a committee of staff from across the firm. It focuses on improving recruitment and progression of all BAME staff, encouraging diversity within the firm’s networks, educating and reflecting on the wider race debate and increasing accessibility to the legal profession.