Allen & Overy

Internal Diversity Networks:

These icons refer to the respective internal networks or groups we have established, click one to view more information.

Godwin Tan

Godwin Tan

Trainee Solicitor
I chose to train at A&O in part because of the firm's commitment towards fostering a diverse and inclusive environment. During my time at the firm, I've witnessed how diversity networks, such as the BAME Network and the Society of East Asian Lawyers (SEAL), have grown leaps and bounds. As a trainee, I've been given many opportunities to participate in, and at times lead, various committees, where I openly discussed diversity issues and initiatives with Partners and Associates. I've benefitted from honest conversations on race and ethnicity, as well as the firm's mentorship programme and organised dinners for BAME employees. At the end of the day, I feel welcomed and valued at A&O and cherish the vibrant sense of community within the firm.

Diversity at Allen & Overy:

A&Out

A&Out- A&Out is our global network both for staff that identify as LGBT+ and staff that want to support and promote the equality of their LGBT+ colleagues (our allies). Globally, A&Out has over 100 LGBT+ members and over 700 allies. The purpose of A&Out is to raise awareness and to offer support and networking opportunities to A&O staff. The network also focuses on contributing to the business of the firm by developing new client relationships within the LGBT+ community and strengthening existing ones. A&Out members participate in networking events with clients and other law firms and regularly host their own events.

A&O has taken on a growing number of pro bono cases on LGBT+ rights, with some significant successes in recent years.

In the UK, associate Josh Little was awarded a LawWorks Pro Bono Award for his, and the wider A&O teams, work to help campaign for an historic amendment in Parliament to broaden the scope of the disregarding scheme for historical gay sex offences – thereby clearing convictions for thousands of deceased gay and bi men. The scheme became known as ‘Turing’s Law’ after the World War II Enigma code-breaker, Alan Turing, who committed suicide in 1954 following a conviction for gross indecency.

A&O’s team, led by partner Andrew Denny, advised LGBT+ rights organisation Stonewall on how the Protection of Freedoms Act 2012 could be extended to clear a wider range of offences not covered by the original scheme, such as holding hands or kissing in public.

Women’s networks

A&O’s Women’s Network, works to ensure that we are a firm where women can achieve their potential and rise to the most senior positions. Though creating genuine equality is a challenge we face globally and the barriers vary depending on jurisdiction, there is a lot that we can learn from each other.

We know it will take time to achieve equal proportions of men and women at the top of our business, but our gender strategy is designed to provide visibility and accountability for making progress every year until we get there. We also know that barriers exist for women in the workplace whatever their role, so many of our initiatives are designed to benefit support staff as well as lawyers.

Familes@A&O

A&O recognises that it can be challenging to juggle work with parenting and caring responsibilities. Several of our offices have families’ networks that run events aimed at supporting parents and carers. The aim of the networks is to provide useful support, information and advice to all staff who are current and future parents and carers.

Race & Ethnicity@A&O

In 2018 A&O launched its BAME network and committee (Race & Ethnicity @ A&O). The aim of the group is to focus on the needs of, and issues affecting, Black, Asian, and minority ethnic people at A&O in London. Since launching, the group has successfully implemented a number of initiatives internally to raise awareness of the network, its objectives and to demonstrate the firm’s commitment to creating a more diverse business. This has included several high profile events (including for Black History Month, Diwali and Eid), a number of internal profiles, articles and a series of focus groups to ask BAME people in the business what they want and need from the network.

Race & Ethnicity @ A&O also support the REACH mentoring programme which offers BAME colleagues and vacation scheme students the opportunity to have a mentor to encourage and support them in creating and nurturing a lasting network of contacts within the firm which will ultimately help them build a solid base for career progression.

Hannah Rolph

Hannah Rolph

Graduate Recruitment Manager

Firm Quote On Diversity:

At A&O we recognise that people are different, in ways that we can see and ways that we can’t. Diversity is at the heart of our graduate recruitment strategy; we are committed to broadening access to the profession and recruiting from all diversity strands. In 2016 we implemented a contextual recruitment function into our ATS, allowing us to review applicants through an inclusive lens. Fast forward to 2018/19 and we have increased our efforts in diversity launching a brand new programme called ‘A&O Accelerate’, which was designed specifically to help students interested in a legal career from lower socio-economic backgrounds.

In 2019 we have been recognised as the number one Global Commercial law firm for socioeconomic students (Trendence) and we have the aspiration be the law firm of choice for female talent entering the profession.