Equitability and Inclusion Report 2019



Why this report is important to us

We are proud to release our second Equitability and Inclusion Report identifying the journey we have been on since our first report was published in 2018. Our initial report provided an honest, transparent account of where we were and laid the foundation to define our approach going forward. This report provides an update on where we are today, efforts we have made, and what we plan to build upon.

We hope to bring our Associates, our customers and our vendors into the conversation about the importance of an equitable and inclusive workplace with a mix of data and commentary.


Why equitability and inclusion are critical to our success

As The Law Company changing the legal business landscape, the benefits of a diverse, inclusive work culture are at the heart of attracting, retaining and celebrating the industry’s most talented people. Allowing our Associates to bring their whole selves to work, with a diversity of experience and perspective, drives innovation and is simply good business.

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 allows all Associates an opportunity to 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 indicates that diverse work teams are more creative and innovative.
  • 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 Associates regardless of inherent characteristics, builds self-esteem, confidence and enhanced communication throughout the workforce.


Our journey so far

We initially launched executive and board level review of diversity statistics in 2016. With data on gender, race and age under review, along with a drive to harness the power of diversity, leadership started the momentum that would become “Synergy,” our equitability and inclusion team established in late 2017. The goal of Synergy is to foster a culture that is fair, balanced and welcoming. It’s about valuing and appreciating our individual differences to achieve diversity as an organic outcome of the way we run our business. Synergy built the framework for releasing this report.


The process we followed to prepare this report

The research, analysis and development of this Equitability and Inclusion Report was led by our Global Head of Synergy, Jacquie Champagne, and our Director of Engagement, Courtney Little, working with a team of senior Elevate executives comprised of our Chairman and CEO, Liam Brown, our President and Executive Sponsor of Synergy, John Croft, and our VP of People, Joyce Thorne.

In 2019, we continued our global review of gender pay parity. We assessed each role and found that we are generally paying women and men equal salaries for the same role, based on qualifiers such as location, education, experience, skills, certifications and other factors. We defined specific job qualifiers to assist us in keeping gender pay parity on track globally as we continue to grow.

Also included in this report are the results from Synergy’s second anonymous Equitability and Inclusion Questionnaire. This survey gives our Associates the opportunity to self-identify against a broader set of demographics including religion, gender identification, disability and sexual orientation, information not held in our HR database. With a deeper dive into our organizational makeup, we learned for example, that our Associates practice more than 8 religions or philosophical beliefs and that 5% have had or currently have a disability.

As part of our 2019 survey, we included questions to get a pulse on how our Associates feel about their environment. This is an important marker of our equitability and inclusion efforts. These questions will serve as the baseline upon which we will strive to improve. It’s critical that our people feel their perspectives and opinions are valued and appreciated. We Care.

The information in our Equitability and Inclusion Report is a combination of the demographics in our HRIS, the expanded data from our Equitability and Inclusion Questionnaire and the findings from our global salary reviews.

The Report

Global Compensation Comparison

  • Women 100% 100%
  • Men 91% 91%
Overall men and women are paid equally for similar roles. Globally women are paid slightly more than men: +9%
This represents our unadjusted global gender pay gap analysis. The gender pay gap or gender wage gap is the average difference between the remuneration for men and women. There are two distinct numbers regarding the pay gap: unadjusted versus adjusted pay gap.



The average age of our Associate community globally is:

  • Not Specified 23.7% 23.7%
  • 20–29 19.1% 19.1%
  • 30–39 37.2% 37.2%
  • 40–49 12.3% 12.3%
  • 50–59 5.6% 5.6%
  • 60+ 2.1% 2.1%

Gender – In Leadership

The review of gender diversity across the leadership teams at the end of 2019 indicates that we made progress from 2018. We have greater representation of women on the Board and will continue our efforts to increase the number of women in leadership roles.

Board +4%

  • Women 44% 44%
  • Men 56% 56%
In 2019 the gender profile of our Corporate and Advisory Boards changed from 40% women in 2018 to 44%.

Executive Leadership Team +0%

  • Women 40% 40%
  • Men 60% 60%
The share of women members of our Executive Leadership team remained constant at 40%.

Global Leadership Team +0%

  • Women 37% 37%
  • Men 63% 63%
The share of women members of our Global Leadership Team remained constant at 37%.

Gender – Global and Regional

Global +2%

  • Women 45% 45%
  • Men 55% 55%

In 2019 the share of women in all roles across Elevate globally increased +2%


  • Women 60% 60%
  • Men 40% 40%
The number of women in the US and Europe/UK combined make up 57% of our Associate communities in those regions.


  • Women 53% 53%
  • Men 47% 47%


  • Women 58% 58%
  • Men 42% 42%
The share of women in the Philippines has increased +4%


  • Women 34% 34%
  • Men 66% 66%

Similarly, the share of women in India increased from 2018 to 2019 +3%


  • Women 25% 25%
  • Men 75% 75%
In Australia, representation of women increased +5%

Tech v Non-Tech


  • Women 22% 22%
  • Men 78% 78%


  • Women 50% 50%
  • Men 50% 50%
The share of women in technology-related roles globally increased in 2019 +3%

Race and Ethnicity

As race and ethnicity is largely defined by region, the categories below are primarily from a Western perspective. Asian as an ethnicity represents a large part of our global community that resides in India and the Philippines.


  • Caucasian 25% 25%
  • Asian 64% 64%
  • Black or African American 1% 1%
  • Hispanic or LatinX 2% 2%
  • Two or more races 1% 1%
  • Not Specified 7% 7%
Underrepresented populations make up… 11% Up 4% from 2018

Executive Leadership Team

  • Caucasian 60% 60%
  • Asian 32% 32%
  • Black or African American 4% 4%
  • Not Specified 4% 4%
8% Up 4% from 2018

Global Leadership Team

  • Caucasian 59% 59%
  • Asian 29% 29%
  • Black or African American 2% 2%
  • Hispanic or LatinX 6% 6%
  • Not Specified 4% 4%
12% An increase of 6% from 2018

Self-Identified Demographics

The below demographics were gathered through an anonymous Equitability and Inclusion Questionnaire supported by Synergy. More than 50% of our Associates voluntarily provided personal information to help Synergy understand the unique makeup of our global community.

Gender Identity

  • Men 53% 53%
  • Women 45.5% 45.5%
  • Non-binary 0.3% 0.3%
  • Not specified 1.1% 1.1%

Sexual Orientation

  • Heterosexual 90.6% 90.6%
  • Gay or Lesbian 1.8% 1.8%
  • Bisexual 1.7% 1.7%
  • Other 0.3% 0.3%
  • Not specified 5.6% 5.6%

Trans Identity

  • Cisgender 98.5% 98.5%
  • Transgender 0.3% 0.3%
  • Not specified 1.1% 1.1%

Disability Identification

  • None 91.2% 91.2%
  • Have a disability (or previously had) 4.6% 4.6%
  • Not specified 4.1% 4.1%


  • Christian 24% 24%
  • Hindu 37.2% 37.2%
  • Jewish 2.2% 2.2%
  • Sikh 4.4% 4.4%
  • Buddhist 1.4% 1.4%

(Religion, continued)

  • Muslim 2.7% 2.7%
  • Mormon 0.7% 0.7%
  • Jain 1% 1%
  • No Religious Belief 19.9% 19.9%
  • Not Specified 6.5% 6.5%

Our Commitment to Equitability and Inclusion

Input from our Associates provides rich information about our community as a whole, its diversity, and specific areas of focus for 2020. The below highlights the efforts we took in 2019 and the actions we plan to take in 2020.

  • Build on the momentum to include more ethnic groups in our global community. In 2019, we researched professional organizations and educational institutions committed to increasing opportunities for ethnically underrepresented communities. We developed a plan to build partnerships and foster relationships with a goal to establish a more diverse candidate pipeline. In 2020, we will attend legal industry events and recruitment fairs and undertake community outreach to capitalize on opportunities to target these broader candidate populations in our recruiting efforts.
  • Further increase the number of women at Elevate India. In 2019, 98 women in our India offices participated in our efforts to better understand how we can attract and retain more women at Elevate. During that process, we identified areas to improve upon, including additional safe travel options, advanced sexual harassment training, and mentorship programs for women. Although in 2019 we saw an increase of women in India of 3%, in 2020 we plan to make meaningful improvements toward greater representation of women. For example, we are launching a train the trainer program to instill greater awareness of sexual harassment.
  • Continue to enhance the diversity of our leadership teams. We increased the number of women on our board and saw a 4% increase among underrepresented populations in 2019. Additionally, our affiliated law firm, ElevateNext, became a member of WBENC (Women’s Business Enterprise National Council). In 2020, we aim to achieve much more. We have engaged with recruitment partners and legal industry groups who specialize in attracting diverse talent such as the NGLCC (National LGBT Chamber of Commerce) and minority-owned firms. We will continue to expand those relationships in 2020 and beyond.
  • Keep the Equitability and Inclusion conversation top of mind. In 2019, the Synergy team asked our Associates what equitability and inclusivity means to them personally. These conversations helped us focus our efforts on what is important to our community. One initiative dealt with unconscious bias and its effects in the workplace. The UK/Europe Synergy group hosted a successful event in London taking a deeper dive into unconscious bias and actions we can take to reduce its influence. In 2020, we will apply those learnings and host similar events in other regions. We will focus on addressing unconscious bias in recruitment and management across Elevate and produce an unconscious bias instruction module as a part of Elevate’s mandatory compliance training.
  • Develop a mental health and wellness program focused on the “whole self.” In 2019, leadership began formalizing conversations around mental health internally and with colleagues in the law community. In 2020, we will bring the conversation to the forefront to help reduce the stigma associated with mental health issues. We will identify key elements to build an impactful program centered around awareness and acceptance. At Elevate, we believe it’s critical for our employees to feel valued and appreciated for who they are.


Future Analysis

To power future analysis, we have added the Equitability Dashboard to our HRIS that provides a real-time snapshot of how we are doing against our goals and flag areas for immediate review and action.

We release a report each year to transparently define where we are in our journey and what we are doing to keep the conversation about equitability and inclusion alive and part of everyday business at Elevate.


Board: Includes the Corporate and Advisory Boards.

Executive Leadership Team: Direct reports to the CEO who lead our business units, geographies and corporate functions.

Global Leadership Team: Directors and above who make up the top 10% in terms of their responsibilities and decision rights.

Technology or technical roles include: Engineering; analytics/data science; product design; technical product managers; IT; and software QA.

Underrepresented minorities include: Black or African American; LatinX; American Indian or Alaska Native; Native Hawaiian or Pacific Islander; and Two or More Races.

Share This