Amid a rising tide of international scepticism and political pushback against diversity, equity and inclusion (DEI) initiatives, one UK law firm is standing firm. Simmons & Simmons, a prominent international legal practice headquartered in London, has announced bold new targets to increase partner promotions from underrepresented groups—reaffirming its long-term commitment to fostering a more inclusive legal sector.
In an internal update confirmed by the firm, Simmons & Simmons outlined plans to ensure that by 2028, at least 40% of its new UK partners will come from groups traditionally underrepresented in senior leadership. This includes women, ethnic minority lawyers, LGBTQ+ individuals, and people with disabilities.
The firm’s new Managing Partner, Jeremy Hoyland, stated:
“We believe that diversity makes us stronger—not just morally, but commercially. Diverse teams bring broader insight, better decision-making and deeper connections with our clients. We won’t be stepping back from that because the world is becoming more uncomfortable with the word ‘inclusion.’”
The announcement comes at a time when DEI policies are facing increasing challenges across multiple sectors, particularly in the United States, where legal action and political rhetoric have led some corporations to scale back inclusion commitments. But Simmons & Simmons is taking a different path, joining a small but vocal group of British firms that see inclusion not as a liability, but as a strategic priority.
Leadership Pipeline as a Focus
While many law firms have made gains at junior levels, a persistent gap remains in representation at the partner level. By setting measurable targets and transparently reporting progress, Simmons & Simmons is attempting to tackle that imbalance head-on.
The firm’s DEI lead, Saba Khan, noted:
“We want every aspiring lawyer in our firm—regardless of background, identity or lived experience—to know that leadership is open to them. It’s not just about who enters the profession, it’s about who advances.”
According to the Solicitors Regulation Authority (SRA), just 17% of law firm partners in the UK identify as ethnic minority, and fewer than 5% are openly LGBTQ+. The figures for disabled lawyers remain even lower, partly due to underreporting and stigma.
Industry Impact
The move has drawn praise from clients and sector organisations alike. The Law Society of England and Wales issued a statement welcoming Simmons & Simmons’ leadership, calling it “a positive step toward dismantling invisible barriers that persist in the profession.”
However, not everyone is aligned. Critics of DEI-based promotion targets argue that merit, not identity, should drive advancement. Simmons & Simmons has countered by making it clear that all promotions will continue to be merit-based—but that merit will be considered alongside the firm’s wider commitment to fairness, opportunity and balance.
Global Signals, Local Response
In recent months, a number of global firms—particularly in the US—have either abandoned or quietly scaled back their DEI programmes in response to legal threats and shareholder pressure. By contrast, Simmons & Simmons’ move signals that British firms may be increasingly willing to carve out their own stance.
As law firms continue to navigate a post-pandemic world shaped by ESG goals, shifting employee values, and generational change, the question is no longer whether diversity matters—but how far firms are willing to go to act on it.
Simmons & Simmons appears to have answered: quite far.