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Inclusion and diversity is high on the agenda for Mewburn Ellis. It’s part of our business plan and is being driven by our management board. For us, inclusion and diversity is more than just a tick-box exercise – it is an issue that’s long been on our agenda and is becoming increasingly ingrained in our business plan and imbedded in our culture. We strive to be leaders in this area, and whilst we have made strong progress to date, there is always more that can be done. We already have strong gender diversity across the firm as a whole with ~1/3 men and ~2/3 women (as at end April 2021) and are focussed on being a more inclusive firm.
Journey so far
We began our journey in early 2021 when we started to work with external specialist consultants Brook Graham. We undertook an audit of our existing culture, processes and practices to help us establish a dedicated I&D strategy for the firm. We also ran an awareness building programme, staff survey and focus groups to explore key themes. We have shared the results of this work with all our people. Our aim has been to make inclusivity a whole firm project.
From our research and with Brook Graham's expertise, we started to develop a strategic I&D framework that explores four key areas. Inclusivity for us is about the people we hire, the careers we nurture, the culture we build and the relationships we have with our clients. We have already started to make changes in these areas. We have created a new board level role of Chief Inclusion & Diversity Officer as well as launched an Inclusion & Diversity Collaboration Group. We are also now proud to be using Rare Recruitment's Contextual Recruitment System (CRS) which allows us to consider an applicant's achievements in the context in which they were gained.
Strategic I&D framework
We are using these key areas as the foundations on which to build a firmwide approach to inclusion and diversity that benefits our people, our clients and our business as a whole. We are committed to making sure that Mewburn Ellis is a place where equality and diversity are celebrated, where we have diversity of thought, ideas and viewpoints and that our people, regardless of their background, gender, race, ethnicity, religion, disability or sexual orientation feel they belong and can bring their 'true self' to work.
Mewburn Ellis support the Sustainable Development Goals. Our I&D work delivers against two of the seventeen goals. |
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In January 2022 we launched a new Chief Inclusion & Diversity Officer role and I&D Collaboration Group.Robert Andrews has joined our Leadership Team as Chief I&D Officer. He is responsible for leading the development and implementation of the strategy and ensuring the firm maintains focus and momentum at the highest level. As part of his new role he also leads Mewburn Ellis’ recently assembled Inclusion & Diversity Collaboration Group, which is a forum empowering our people to take an active role in building and delivering the firm’s inclusion and diversity initiatives.
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We're Proud to Partner with the General Counsel for Diversity & Inclusion (GCD&I)GCD&I is a group representing the in house legal functions of a number of major corporations who have come together to support increasing meaningful equity, diversity and inclusion across the legal profession, whether in their own in house practices, or in the law firms that they work with, wherever they are located. GCD&I is committed to a collaborative model to drive change and we are delighted to partner with them. Doing so means that we commit to the objectives of the initiative to promote Equity, Diversity, and Inclusion across the legal sector.
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All members of our Management Board have personally signed up to the IP Inclusive Senior Leader's Pledge. We are all committed to making real change. We're already well on our way, but we recognise that this is a journey that will take time and our own personal effort. |
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We each commit to:
Providing visible and proactive leadership to improve I&D in our organisation, by: |
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Taking I&D seriously at the highest level, by: |
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Embedding and valuing I&D throughout the organisational culture, by: |
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Building trust and safe spaces throughout the organisation, by: |
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Educating ourselves and our colleagues about I&D issues, by: |
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Sharing our privileges, by: |
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Insisting on equity, by: |
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Working closely with HR and management colleagues to |
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Corporate Social Responsibility (CSR) is important to us. The success of our business relies upon our ability to attract, train and retain the best people. We support diversity throughout our business and make every effort to create and maintain an inclusive culture. We recognise our responsibilities in the community and encourage our people to engage in activities that better society and build trust in our local communities. As a forward-looking firm, we understand the importance of minimising our environmental impact. Therefore we are committed to facilitating environmentally friendly working practices by our people and in our offices.
The concept of CSR is in our opinion under developed in our profession. We don’t want to just do what is required like many other firms - but go above and beyond. We have built our business over 150 years by looking ahead and adapting and changing at the right times. Thinking about the future of our planet and society, being a good corporate citizen and doing our bit to make a difference is a high priority for the firm. Our recent rebrand was to capture what we believe is at the very heart of our firm – being forward-looking. To be a truly forward-looking firm, community must be at the very heart of our culture. We are at the beginning of an exciting journey to develop what we believe will be a vital community programme to deliver our CSR initiatives. Our Forward Community Programme covers the following key areas:
Inclusivity
Making sure that equality and diversity are celebrated. We want a firm that has diversity of thought, ideas and viewpoints and where all our people, regardless of their background, gender, race, ethnicity, religion, disability or sexual orientation feel they belong. We have a number of initiatives running including being a member of IP Inclusive, supporting Women in IP through AIPLA and regular inclusivity columns in our magazine Forward, as well as many more planned. We also monitor our gender pay gap figures, even though we aren't legally required to do this yet. Read more about our inclusivity initiatives and a summary of our gender pay gap figures below.
Community
Community is important to Mewburn Ellis. For us this means nurturing our people, helping everyone develop and contributing to the wider communities in which we operate, as well as supporting worthy causes with time and money. We donate 1% of our profits to charity each year through our Forward Community Programme Charity Fund. Everyone that works at Mewburn Ellis has one community day per year to support causes they care about and we operate a Give As You Earn (GAYE) scheme, so our people can donate to charities of their choice in a simple and tax effective way. Our combined community effort has amounted to more than £750,000 of investment since 2020.
Sustainability
We believe we must play our part in reducing the use of energy, lowering carbon emissions and reducing waste. We are in the process of completely redeveloping our approach to facilities management and bringing in new resources to look after the environmental areas of our Forward Community Programme and drive this area forward.
The overall gender split of firm remains biased towards women at 62% female and men at 38% make. We still have significantly more women employees (67%) in upper middle positions than men (33%). At the upper level, the split has changed from 45% men and 55% women in 2019 to 49% men and 51% women in 2022. It has then changed again to 55% men and 46% women in 2023.
We currently have 52 partners in total, including our consulting partners. 72% of our partners are men and 27% are women. In our lower quartile our partnership is 54% men and 46% women, reflecting the balanced male/female appointments we have made in recent years. We have made strong improvements which reflect our committment to having a diverse partnership.
We are not evenly split in our upper quartiles. This mainly reflects the fact that most upper quartile partners have been at the firm for over 20 years and at the time they joined the firm, there were far fewer women studying STEM qualifications and entering the patent profession.
Evolving the make-up of our senior partnreship will therefore take time, as the partners in our balanced lower quartiles gain seniority. It is important to note that our partnership continually expands, rather than specific spaces being allocated or a 'one in one out' system being in place; this also affects the rate gender balance can change.
Employee Statistics
Lower | Middle | Upper Middle | Upper | |
2023 - Male | 24% | 23% | 33% | 55% |
2023 - Female | 76% | 77% | 67% | 46% |
2022 - Male | 27% | 26% | 37% | 49% |
2022 - Female | 73% | 74% | 63% | 51% |
2021 - Male | 21% | 31% | 40% | 49% |
2021 - Female | 79% | 69% | 60% | 51% |
2020 - Male | 29% | 21% | 40% | 45% |
2020 - Female | 71% | 79% | 60% | 55% |
2019 - Male | 29% | 24% | 34% | 52% |
2019 - Female | 71% | 76% | 66% | 48% |
Partner Statistics
Lower | Middle | Upper Middle | Upper | |
2023 - Male |
54% | 69% | 77% | 92% |
2023 - Female |
46% | 31% | 23% | 8% |
2022 - Male | 54% | 58% | 83% | 92% |
2022 - Female | 46% | 42% | 17% | 8% |
2021 - Male | 67% | 50% | 82% | 92% |
2021 - Female | 33% | 50% | 18% | 8% |
2020 - Male | 58% | 58% | 83% | 91% |
2020 - Female | 42% | 42% | 17% | 9% |
2019 - Male | 55% | 58% | 83% | 91% |
2019 - Female | 45% | 42% | 17% | 9% |
Statistics as at 5th April 2023 snapshot data for Gender Pay Gap Reporting 2023.
We recognise that gender identity is broader than just ‘men and women’ and are proud to support our people of all gender identities. However, statutory requirements for gender pay gap reporting are that the data are reported in a binary way as only male and female. The data we show here therefore conforms to those statutory requirements and is based on the legally-defined gender of our people, a definition that does not at present differentiate pay data for people with a gender identity other than man or woman.
Partner, Patent Attorney, Chief Inclusion & Diversity Officer
Senior Associate, Patent Attorney
HR Assistant
Senior Associate, Patent Attorney
Senior Associate, Patent Attorney
Partner, Patent Attorney
Patent Technical Assistant
Associate, Patent Attorney
Patent Technical Assistant
Patent Administrator
Marketing & Business Development Manager
IT Trainer
Patent Paralegal
Paralegal
Mewburn Ellis Forward is a biannual publication that celebrates the best of innovation and exploration. We run regular columns in the magazine on inclusivity and many of our articles have a focus on sustainability.
Our magazine is printed on paper that has been sourced from sustainably managed forests which adhere to environmentally approved standards. This paper has less carbon footprint than recycled paper. The full magazine, including the cover, can be recycled and the wrapper that is used to protect the magazine is made from starch-based biopolymers, meaning it is compostable.
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