Penningtons Manches Cooper LLP

At Penningtons Manches Cooper, we believe that a diverse and inclusive workforce generates vitality for our firm and helps to shape individuals’ professional development. We actively endeavour to attract a vibrant and varied workforce from the widest pool of qualified candidates. All job applicants and employees receive equal treatment regardless of age, sex, gender identity, marital status, race, religion, ethnic or national origin, sexual orientation or disability.

Our inclusion strategy takes a five-point approach covering recruitment, retention, training, communication, and data analysis. We are committed to eliminating discrimination and promoting equality and diversity in our policies, practices and procedures and in those areas in which we have influence in the wider community. We have a diversity inclusion working group leading and implementing initiatives and addressing issues such as the provision of quality work experience to young individuals from less privileged backgrounds in the UK. We review the impact of our inclusion efforts on a regular basis and complete a full strategic review of our practices, processes, and external partnerships annually.

External partnerships

As a firm, we are committed to widening access to the legal profession and our external partnerships play a key role in this.

Penningtons Manches Cooper is a signatory to the Race Fairness Commitment which mandates the firm to a series of data driven techniques and measures aimed at tackling inequality in the recruitment, progression and retention of talent from Black and ethnic minority backgrounds in the UK.

We remain committed to supporting our colleagues’ mental health. Last year, we signed the Mental Health at Work Commitment to help inform our approach and to make our existing targets more ambitious. In line with this, we have refreshed our mental health action plan to adhere to the standards set out in the commitment, focusing on tackling the stigma of talking about mental health, ensuring our culture supports positive mental health and increasing understanding and awareness of mental health throughout the firm.

The firm has also joined the Women in Law Pledge which was launched by the Law Society, in partnership with the Bar Council of England and Wales and the Chartered Institute of Legal Executives (CILEX), to promote gender equality across the profession. The pledge supports our broader gender pay gap action plan.

Internal working groups

We have six employee inclusion networks: Age, Disability and Mental Health, Gender, LGBTQIA+, Race & Faith, Socioeconomic. Our networks are run by employees and supported by partner sponsors. Our networks provide an open forum for employees to share their thoughts and ideas and play a pivotal role in raising awareness and educating the firm on inclusion initiatives.

In addition to our networks, we have 27 Diversity and Inclusion (D&I) Ambassadors who are committed to fostering, embedding, and promoting an inclusive culture. They have lived experience in the area in which they are offering support and as such, can provide tailored guidance and a safe space for individuals to share their thoughts and experiences.