Gowling WLG has published its final Inclusion for All Review 2025/26, marking the conclusion of its five-year diversity, equity and inclusion (DE&I) strategy and highlighting significant progress in embedding inclusion into everyday working life and driving measurable cultural and behavioural change across the firm.

Launched in 2021, Inclusion for All was designed to put intention into action and place shared responsibility for DE&I across the entire firm. The final report reflects both the activity undertaken during 2025/26 and the wider cultural transformation achieved over the past five years. This has been supported by stronger accountability, improved use of data and a firmwide approach to shared responsibility.

The report also highlights a number of initiatives translating strategy into practical, everyday impact, including:

  • Delivery of a firmwide Race Action Plan focused on improving representation, progression and retention for ethnic minority colleagues
  • Expansion of neuroinclusion initiatives, including practical toolkits, coaching and AI-enabled support to accommodate different working styles
  • A continued focus on mental health and wellbeing, with practical programmes supporting sustainable performance
  • Increased support for colleagues with caring responsibilities, including updated policies and peer networks
  • Amplifying lived experience through initiatives such as The Space podcast, helping to bring colleagues' experiences to a wider audience

The report outlines how Gowling WLG has successfully shifted inclusion from a standalone initiative to a firmwide priority embedded in behaviours, leadership and decision-making. This is reflected in increased engagement across employee network groups, the firm's Inclusion Allies programme and wider DE&I activity.

Emma Pioli, Chair and DE&I Board Sponsor at Gowling WLG, said: "Inclusion for All has helped make inclusion more visible, more consistent and more embedded in the day-to-day life of the firm. Most importantly, it has changed how inclusion is understood and owned – it is now something we all have a role in shaping."

Over the life of the strategy, the firm has seen greater accountability and transparency through an improved use of data and reporting. The report highlights continued progress against the firm's diversity targets, supported by improved transparency and accountability, including:

  • 34.6% female partners in the UK LLP
  • 22.9% ethnic minority representation firmwide (UK)
  • 10.2% ethnic minority partners (UK)

While progress is evident, the firm acknowledges that continued focus is required, particularly at senior levels, as it works towards its 2030 targets. Gowling WLG is now focused on that next phase, which will bring together inclusion, wellbeing and engagement in a more joined-up and integrated way.

Sally Glarvey, Head of DE&I and Wellbeing, said: "The progress we have made over the last five years gives us a strong base for what comes next. Our focus now is on building a joined-up approach that reflects how people experience work in practice – where inclusion, wellbeing and engagement are closely connected."

Read the full report to learn more about Gowling WLG's DE&I initiatives.