Equitability and Inclusion Report 2018



Why we have published this report

Although Elevate is less than a decade old, we are making a commitment to publicly release our annual report to hold ourselves accountable to the standards we have set ourselves to be an equitable and inclusive employer. Our initial report provides a baseline of where we are today and lays the foundation to build upon.

We hope this report will help bring our Associates, our customers and our suppliers into a conversation about the value of equitability and inclusion in the workplace, using data and commentary about where we are today and where we would like to go.

Why equitability and inclusion are critical to our success

As a law company with big aspirations to make a difference in the legal industry, we believe the benefits of a diverse, inclusive culture are at the heart of attracting and retaining motivated, creative professionals – the ‘Elevators’ who make our customers happy. Encouraging our Associates to bring our whole selves to work promotes a culture where we support the confidence to take risks and the honesty to admit and learn from mistakes. Our culture is rooted in our core values:

  • We Care: Our work is a positive influence on our personal lives and the lives of our families. Inclusion provides a safe and healthy environment that provides our Associates with an opportunity to integrate our work and home life and thrive.
  • We Innovate: We celebrate creativity. We challenge the status quo and continuously ask of ourselves, and each other, “How can we improve?” Research overwhelmingly supports our belief that diverse teams are more creative, innovative, and successful.
  • We Deliver: We are careful about the commitments we make to our customers and to each other. We do what we say we will. Equitability and respect for all of us, regardless of inherent characteristics, builds self-esteem and confidence, and fosters open, transparent and effective communication.

Our journey so far

Our Board and Executive Management Team began to formally monitor and review diversity in 2016. This data-informed awareness of gender, race and age, and our belief in the power of diverse experiences and ideas, provided us the momentum to launch ‘Synergy,’ our diversity and inclusion initiative, in late 2017. Synergy continued the conversation more broadly throughout our company and built the framework for this report.

The process we followed to prepare this report

The research, analysis and development of this report was led by our VP Human Resources, Joyce Thorne, working with a team of senior Elevate executives comprised of our Founder and Executive Chairman, Liam Brown, our President, John Croft, our CEO, Lokendra Tomar, and our CFO, Rick Learman.

In early 2018 we launched a global compensation review of gender pay parity. We defined location, education, experience, skills, and certifications as qualifiers and examined every role, considering these qualifiers, and found that overall, but not always, we pay women and men equally. As an outcome from this exercise we have defined additional role qualifiers that will help us ensure gender pay parity continues globally as we grow.

Also in 2018, Synergy launched our first anonymous diversity survey giving our Associates the discretionary opportunity to self-identify against a broader set of demographics including religion, gender identification, disability, socio-economic status at birth, and sexual orientation; information not held in our HR databases. With a deeper dive into the makeup of our Associate community, we learned for example, that our Associates practice more than 10 religions or philosophical beliefs, 5% have had or currently have a disability, and 11% self-identify as other than heterosexual. This deeper knowledge will help us be more aware of the experiences and interests of our Associates as we build a platform for inclusion in the future.

We combined the diversity survey and compensation review with the with the demographics in our HRIS to provide us the source data for this Equitability and Inclusion Report. Note, this Report was prepared before our recent string of acquisitions. We will work during 2019 to understand the effect of those acquisitions and to integrate them into our overall commitment.

Observations and immediate actions

The analysis provided rich information about our Associate community as a whole, its diversity and specific areas of focus for 2019. We plan to take the following actions:

  • Focus on including more ethnic groups in our global community. We will create a recruiting, retention and communication initiative to tap a broader talent pool including more minorities, in all regions. We will seek membership in organizations supporting minority legal and technology communities.
  • Increase the number of women at Elevate India. Our Indian female Associates will be invited to a survey and to join focus groups to share ideas they believe would encourage more women to join Elevate. We understand that safe travel to and from the offices in India is a concern we are currently addressing, and we would like to dive deeper to learn what other barriers may exist that we could lift.
  • Continue to enhance the diversity of our leadership. We made progress in 2018 to add more women to our Board and our Executive Management Team, but we want to do much more with our Global Leadership Team. We are engaging with recruiting partners and have joined legal networking groups specializing in attracting diverse talent. In every part of our business, diversity is important to compete successfully in a changing legal industry.
  • Spark a broader conversation about Equitability and Inclusion globally. In 2019, a local Synergy team will continue the conversation by asking our Associates what Equitability and Inclusion means to them personally. We expect different answers from our Associates in Manila than from those in Boston and those conversations will present new opportunities to reach across cultural boundaries and broaden the conversation.

The future

Equitability and Inclusion affects all of us. We have developed an Equitability Dashboard on our HRIS to provide real-time reporting of how we are doing against our goals and flag areas for immediate review and action. We will release a public report each year that shows our stakeholders where we are on our journey and what we are doing to keep the conversation about Equitability and Inclusion alive and part of everyday business at Elevate.

Joyce Thorne
VP Human Resources

The Report

Global Compensation Comparison

  • Women 100% 100%
  • Men 97% 97%
Overall men and women are paid equally for similar roles. Globally women are paid slightly more than men: +3%
This represents our unadjusted global gender pay gap analysis. The gender pay gap or gender wage gap is the difference between the average remuneration for men globally and average remuneration for women globally.



Average age of our Associate community globally:

  • 20–29 19% 19%
  • 30–39 49% 49%
  • 40–49 18% 18%
  • 50–59 10% 10%
  • 60+ 4% 4%

Gender – In Leadership

Our initial review of gender diversity across our leadership at the beginning of 2018, revealed that we would benefit from greater representation of women. We have made improvements by the end of 2018 outlined below (not including our recent acquisitions).


  • Women 40% 40%
  • Men 60% 60%
In 2018 the gender profile of our Corporate and Advisory Boards became more balanced, increasing women’s representation by +40%

Executive Management Team

  • Women 40% 40%
  • Men 60% 60%
Our Executive Management Team increased women’s representation by +10%

Global Leadership Team

  • Women 37% 37%
  • Men 63% 63%
The Global Leadership Team membership ratio remained unchanged during 2018.

Gender – Global and Regional


  • Women 43% 43%
  • Men 57% 57%
In 2018 the percentage of women in all roles across Elevate globally increased by +2%


  • Women 56% 56%
  • Men 44% 44%

The US and Europe (includes UK) remained largely the same with women making up a larger percentage our populations there.


  • Women 52% 52%
  • Men 48% 48%


  • Women 54% 54%
  • Men 46% 46%

The percentage of women in the Philippines is up this year by +4%


  • Women 29% 29%
  • Men 71% 71%

The percentage of women in India remains significantly lower than men at -42%


  • Women 20% 20%
  • Men 80% 80%

Australia is currently a small team.

Tech v Non-Tech


  • Women 19% 19%
  • Men 81% 81%


  • Women 45% 45%
  • Men 55% 55%

The percentage of women in Technology-related roles globally, is significantly lower than men at -62%

Race and Ethnicity

As race and ethnicity is largely defined by region, we acknowledge the categories below are from a Western lens even though almost half of our Associates reside in India or the Philippines.


  • Caucasian 40% 40%
  • Asian 53% 53%
  • Black or African American 5% 5%
  • Hispanic or LatinX 1% 1%
  • Two or more races 1% 1%

Executive Management Team

  • Caucasian 81% 81%
  • Asian 11% 11%
  • Black or African American 4% 4%

Global Leadership Team

  • Caucasian 72% 72%
  • Asian 29% 29%
  • Black or African American 4% 4%
  • Hispanic or LatinX 2% 2%

Self-Identified Demographics

The below demographics were gathered through an anonymous survey launched by Synergy, our diversity and inclusion initiative. More than 50% of our Associates voluntarily provided personal information to help Synergy understand the unique makeup of our global community.

Gender Identity

  • Men 51% 51%
  • Women 46% 46%
  • Non-binary 2% 2%
  • Not specified 1% 1%

Sexual Orientation

  • Heterosexual 90% 90%
  • Gay or Lesbian 4% 4%
  • Bisexual 4% 4%
  • Other 1% 1%
  • Not specified 1% 1%

Trans Identity

  • Cisgender 97% 97%
  • Not specified 2% 2%
  • Transgender 1% 1%

Disability Identification

  • None 93% 93%
  • Have a disability (or previously had) 5% 5%
  • Not specified 2% 2%


  • Christian 32% 32%
  • None specified 30% 30%
  • Hindu 27% 27%
  • Jewish 4% 4%
  • Sikh 2% 2%

(Religion, continued)

  • Buddhist 2% 2%
  • Muslim 1% 1%
  • Mormon 1% 1%
  • Jain 1% 1%


Board – Includes our Corporate and Advisory Boards

Executive Management Team (EMT) – Direct reports to the CEO or VPs that have global responsibility for our Solutions, Services or Functions

Global Leadership Team (GLT) – EMT and Directors and above who have local geography leadership responsibility for our Solutions, Services or Functions

Technology Roles – Includes engineering; analytics; data science; product design; technical product managers; product management; IT; info security and software QA

Under-represented Minorities – Includes Black or African American; LatinX; American Indian or Alaska Native; Native Hawaiian or Pacific Islander; and Two or More Races

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