Phoenix Legal

  At Phoenix Legal, DEI is part of our DNA and we see it as a natural part of our being and the way we work and grow. We believe that having different perspectives and experiences within the team makes us better lawyers and better advisers to our clients. There is no discrimination or differentiation within the firm on account of gender, age, religion, region, disability, race, ethnicity, sexuality, social class. We are a true equal opportunity organization.

1. Female representation: Strong women leadership including a co-founding partner and women partners leading core practices, with women forming a significant proportion of corporate, disputes, and regulatory teams.

2. Opportunity and progression: Majority of hires across levels have been women, with equal access to transaction-heavy, client-facing roles and meaningful responsibility.

3. Inclusive recruitment: Hiring is not restricted to NLUs, with recruitment from a broad mix of law schools, regions, and backgrounds to build diverse teams.

4. Work-life Integration: The Firm recognises the importance of supporting lawyers through key life stages. The firm provides flexibility before and after maternity leave and ensures a smooth transition back to work. Lawyers returning from maternity breaks are supported through flexible and hybrid working arrangements, enabling them to balance family responsibilities while continuing their careers.

Achievements since January 2025:

• Promoted women to partnership and senior roles, while further strengthening female representation through associate and mid-level hiring.

• Maintained a diverse pipeline of talent by broadening our hiring base beyond the traditional set of law schools.

• Ensured cultural inclusivity by celebrating diverse festivals and occasions in the office, fostering a sense of belonging across teams.

• Strengthened regional diversity by hiring lawyers from a wide range of cities and backgrounds beyond the metros.

• Provided flexible work arrangements where needed, enabling better work-life balance and supporting different personal circumstances.

• Facilitated secondment opportunities to strengthen client relationships and give lawyers direct exposure to the business side of transactions and advisory work, helping them better understand client operations and commercial decision-making.

• Encouraged team-building and inclusion through the firm’s cricket team, comprising lawyers and staff members, which participates in inter-law firm tournaments and has helped foster camaraderie and a more collaborative workplace culture.