WORKFORCE COMPOSITION
Data statement
The workforce diversity data is taken using a snapshot of all employees based in the UK and under contract with WBD on the 31st of the month (which covers the period 1 April until 31 March).
Please interpret proportions based on small populations (<22.5) with caution.
Protected characteristic proportions (%) are calculated including those who did share their information (including answer category 'prefer not to say') and those for whom we did not receive any information.
Our colleagues are split into three major occupational groupings:
We report on data pertaining to colleagues' legal sex (female/male), rather than their gender (e.g. man/woman/non-binary/prefer to self-describe) as WBD currently holds a 100% data sharing rate for this protected characteristic. We recognise that sex does not equate with gender and that gender is not binary, and despite already collecting data on gender we aspire to enhance our data collection first so we can report on these in the future.
We aggregate all colleagues who identified as being from an ethnicity other than white into the grouping 'minoritised ethnic'. It should be noted that we do not currently have a category for white minority/other white backgrounds in our system, so colleagues who identify as being from a minoritised white background may have identified as ‘other ethnicity’, which has been included in the grouping ‘minoritised ethnic backgrounds’ or may have identified as white and be included in the white grouping. We recognise the limitations of an assumption that minority ethnic colleagues are a homogenous group, but as we hold more granular ethnicity categories on our HR systems, we aspire to perform further in-depth analysis and reporting in future.
We are conscious of the limitations of our data regarding disability, for which we believe data sharing rates are low when comparing to national statistics and therefore do not represent all our colleagues with a disability or who are neurodivergent.
Workforce by sex
There has been an upward trend of colleagues who are female across the business (up from 66.6% in 2023 to 66.8% in 2025).
Looking at the pipeline for fee earners only, results reveal that females are overrepresented from trainee solicitors to salaried partners.
At solicitor, managing associate and legal director level, overall results reveal an upward trend of female representation between 2023 and 2025.
Looking at our partners only, we have seen a 3.1%-point increase in female partners from 2023 to 2024, with a slight downward trend from 2024 to 2025 (-0.8%-point).
Despite the decrease from 32.6% female partners to 31.9% female partners between 2024 and 2025, the overall direction of travel in female partnership is positive and will be further supported by future actions outlined in the DEI section of this report.
Headcount by job role and sex (%)
Workforce by ethnicity
We have seen a consistent growth in ethnic minority representation across the firm (from 4.8% of our colleagues being from minoritised ethnic backgrounds in 2023 to 7.3% in 2025), and better data transparency.
Strong improvements in data sharing rates are shown amongst our business professional colleagues, as well as a growth in ethnic diversity (from 2.8% in 2023 to 5.8% in 2025).
Amongst our fee-earners there is a steady increase in ethnic diversity and improved data reporting. 2023 revealed that 6.9% of our fee earners were from minoritised ethnic backgrounds, in comparison to 9.5% in 2025.
There is an increase in reported white and minoritised ethnic representation amongst our partners (from 2.3% in 2023 to 3.7% in 2025), with a significant increase in data sharing rates.
Headcount by job role and ethnicity (%)
Workforce by disability
Results reveal a consistent growth in colleagues sharing their disability status and an increase in representation across the firm, with 6.8% of colleagues sharing that they have a disability in 2023 compared to 9.0% in 2025.
The strong upward trend in disability representation is visible across all job roles, with business professionals showing the largest growth of 3.1% - point between 2023 and 2025.
At partner level results reveal an increase of 2.9%-point in colleagues sharing that they have a disability. Amongst fee-earners, disability representation also increased between 2023 and 2025 by 1.3%-point.
Headcount by job role and disability (%)
Workforce by sexual orientation
There is a consistent growth in LGBTQ+ representation and data sharing rates across the firm.
Further analysis by job role reveals a clear growth in LGBTQ+ representation, particularly apparent amongst our fee earners (3.8% of colleagues who shared they were LGBTQ+ in 2023 increased to 6.7% in 2025, a 2.9%-point growth).
Amongst business professionals we also see a steady increase in LGBTQ+ visibility and improved data sharing rates.
The only group where there is a slight decline in LGBTQ+ representation is amongst our partners, a decrease of 0.8%-point from 2023 to 2025. However, these results should be interpreted with caution as the 0.8% decrease in representation is caused by a drop of 1 partner who identifies as LGBTQ+ between 2023 to 2025.
Headcount by job role and sexual orientation (%)
Partner composition
