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Diversity, equity and inclusion

Bold about difference. Brave about change.

We believe in putting people first: for who they are and everything they bring. Supporting them with all they need for equal opportunity. Our clients and our people demand it. It delivers a better working environment, relationships and outcomes. For us, embracing difference should simply be fundamental to business and society as a whole.

At Ogier, this is an ongoing journey. Not presuming an understanding of different people’s experiences and needs. Embracing open and, at times, uncomfortable conversations. As a global business we recognise diversity, equity and inclusion can be complex, challenging and nuanced. So we’re meeting it with courage, drive and openness.

We’ve charged ourselves with building our knowledge and awareness. We’re empowered to hold ourselves and one another accountable – and to take action. We’ve systematically ingrained diversity, equity and inclusion within our decision-making, management and overall approach. Change takes time, but by being bold about difference and brave about change, we’ll get there.

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Sponsored by Global Managing Partner Edward Mackereth, the mission of our diversity, equity and inclusion initiative is to create an inclusive and respectful environment where every one of our employees can thrive.

We have a dedicated group diversity, equity and inclusion manager and have also appointed Christina Blacklaws, a best-selling author and champion of diversity, equity and inclusion, access to justice, mental health and wellbeing among other areas, onto our executive board as a non-executive director. More than 70 of our team have signed up to be diversity, equity and inclusion leaders in their jurisdictions.

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Ogier's pay gap reports

2024 pay gap report

Since 2021, Ogier has been publicly committed to having a better gender balance in our organisation and better female representation at a senior level. In this fourth edition, we review our progress and outline how we will continue to move forward.

Ogier 2024 pay gap report

2023 pay gap report

Ogier continues to strive for equity for our colleagues. Embracing differences and understanding that they make us stronger is fundamental to our approach. We know the journey to parity isn't straightforward, and publishing this data is one of the ways we hold ourselves to account as a business.

Ogier 2023 pay gap report

2022 pay gap report

Following our first pay gap report in 2021, we are voluntarily publishing our pay gap report annually as part of our ongoing commitment to greater transparency with our people, our clients, and our wider communities.

Ogier 2022 pay gap report

2021 pay gap report

In a first for offshore law, Ogier has today voluntarily published its pay gap data as part of the firm's ongoing commitment to diversity and inclusion.

Ogier 2021 pay gap report

Key diversity, equity and inclusion activity

Diversity milestones

In February 2021 we made a public commitment to reach 30% female leadership by 2025 – a target we met in 2022 – and 40:40:20 (40% female, 40% male and 20% either female, male or non-binary) by 2030.

As we collect more data internally, we will begin to set milestones for other protected characteristics.

Pay gap report

In October 2021 we were the first law firm in our jurisdictions to voluntarily publish pay gap data, and the first law firm to publish a global pay gap report.

Our pay gap report is currently focussed on gender, but we have introduced a new HR system which will enable us to collect voluntarily disclosed employee data on race and ethnicity, disability and LGBTQ+ identity so we can expand future reports.

Increased parental leave

In February 2022 we significantly expanded our adoption, surrogacy, parental and paternity leave across all our jurisdictions.

We offer 18 weeks paid and 34 weeks unpaid maternity leave across our BVI, Cayman, Hong Kong, and Singapore offices, bringing the policies in line with our Channel Islands offices.

Permanent employees are entitled to this benefit from their first day with Ogier, as continuous service requirements were removed from the Ogier maternity leave policies in 2021.

Across all jurisdictions, adoption and surrogacy leave have also been increased to 18 weeks paid and 34 weeks unpaid, and parental/paternity leave benefits have increased to 9 weeks paid and up to 43 weeks unpaid.

Our total package significantly exceeds statutory requirements.

Employee networks

We currently have five employee networks established: a family network, a gender equality network, an LGBTQ+ and allies network, a race and ethnicity network and a Diversability network. These networks enable employees to come together to create a community based on shared identity, experiences and passions. They provide an opportunity for people across the firm to connect through topics and issues that are important to them, provide peer-to-peer support, and help to inform and promote inclusive behaviour.

We provide active support to members of our team who would like to set up a new employee network.

Learning and development

We provide bite-size learning for all employees on diversity, equity and inclusion topics, including disability, gender and sexuality, race and ethnicity, and how to be an ally.

We mark various awareness months and days with internal communications, guest speakers and social events.

Gathering feedback

We run a biannual diversity, equity and inclusion survey to get feedback on our efforts, and understand different groups' sense of belonging. This data directly informs our diversity, equity and inclusion strategy.

Industry charters and pledges

We have signed up to the following industry charters/pledges:

51 Employers (Jersey) - menopause friendly employers

Gender Equality Cayman

Ireland's Women in Finance Charter - IBEC

Jersey IoD D&I Charter

Law Society Women in Law Pledge