Reeds Solicitors

Reeds Solicitors Diversity and Inclusion statement

Diverse and inclusive teams make a real difference to our clients, because representation matters. Our vision at Reeds rests on two pillars: client care and employee care. We aim to give our clients the best possible service, whatever their circumstances, and to give our people the best possible place to work.

We are committed to that culture and standard of service regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, disability, citizenship, or anything else that makes someone unique. Wherever clients and colleagues deal with us, we want them to feel valued, respected and free to be themselves.

For us, diversity and inclusion is not a box-ticking exercise. It is central to what we do as legal representatives. To care properly for clients from every background, our people should reflect the communities we serve.

Our commitment

Attracting and onboarding. We want a local workforce that reflects our local clients, and that starts with how we advertise and fill vacancies. Our flexible working scheme opens doors to working parents, people with disabilities and those with particular religious needs.

Engaging and developing. We build an inclusive community by supporting our people and helping them grow their skills. Our annual Equality and Diversity training, which includes unconscious bias, is regularly updated. Anonymous staff surveys give us honest feedback, which shapes our policies, benefits and training. Our internal career pathway, introduced in 2024, is open to everyone and shows clearly how anyone can progress to Associate, Senior Associate and eventually Partner.

Wellbeing and mental health. We believe people flourish when they are supported to be well. We have made mental health a priority, with training on imposter syndrome, burnout and suicidal ideation. All staff can see our in-house therapist free of charge for short- and long-term support, and we offer free therapeutic sessions, including weekly yoga. We have introduced reflective practice across parts of the business, giving teams protected time in a supportive environment, to process challenging work and develop their skills with client care.

Neurodiversity. We are working to make Reeds a place where neurodivergent people thrive. We have run awareness training and set up a neurodiversity forum where colleagues share ideas and help shape our approach. We are nearing the end of our work towards achieving the Neurodiversity Inclusivity Confident Award, which includes a dedicated neurodiversity policy and impact statement.

Building the culture. Diversity and inclusion need to run through everything we do. Culture starts with our partners and managers, so we provide ongoing training to help them grow and keep improving. Our partners recognise the unique skills, experiences and perspectives of our people, and we want every one of them to feel valued and celebrated. Our goal is a culture where inclusion comes naturally.

Looking ahead

We want the legal profession to reflect the society it serves. There is still a long way to go before the profession is free of inequality, but real progress is being made to improve diversity, promote inclusion and tackle discrimination. To stay transparent and accountable, we publish our Diversity and Inclusion survey data on our website biennially.

#DiversityMatters