We are a firm that is committed to 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.

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 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 July 2023) 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 is to make inclusivity a whole firm project.

From our research and with Brook Graham's expertise, we developed 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 made developments in these areas. Our Chief Inclusion & Diversity Officer works closely with the Inclusion & Diversity Collaboration Group to continually develop the firm’s I&D approach. We are 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

I&D Strategy Table Jan 2022

We are using these key areas to build upon our 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 three of the seventeen goals. 









A showcase of what it's like to work at Mewburn Ellis, with a focus on inclusion, diversity and culture.





Chief I&D Officer & Collaboration Group


Robert Andrews (colour)


In January 2022 we launched a new Chief Inclusion & Diversity Officer role and I&D Collaboration Group.

Robert Andrews 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 role he also leads Mewburn Ellis’ 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.


Find out more about Robert's approach

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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. 

Read More



A personal commitment to inclusivity

All members of our Management Board are 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.

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We each commit to:

Providing visible and proactive leadership to improve I&D in our organisation, by:
  • Putting our names to this public statement as evidence of our commitment to improve I&D in Mewburn Ellis

  • Demonstrating a personal and collective accountability for leading and delivering a I&D culture
Taking I&D seriously at the
highest level, by:
  • Ensuring that I&D is fully integrated with our firm’s strategic priorities

  • Including I&D as a standing agenda item in our Management Board meetings, Partner meetings and our all firm Town Halls

  • Establishing, monitoring, and sharing our progress with an I&D Dashboard
Embedding and valuing I&D throughout the organisational
culture, by:
  • Helping our leaders to develop the skills and behaviours required to be an inclusive leader, and hard coding those skills and behaviours into our ways of working

  • Building awareness and commitment to I&D in all parts of our business, ensuring an active commitment in every office, team and role

  • Empowering a representative group to support the delivery of our I&D strategy, to provide governance and to track our progress
Building trust and safe spaces throughout the organisation, by:
  • Sharing my own identity and experiences to encourage everyone to bring their whole selves to work and speak openly about their identities

  • Acting as an ally and trusted advisor to colleagues from under-represented groups
Educating ourselves and our colleagues about I&D issues, by:
  • Self-assessing our own behaviours, seeking feedback from others, and contributing actively to all I&D training and learning opportunities

  • Providing unconscious bias awareness and mitigation training for everyone
Sharing our privileges, by:
  • Continuing to invest in young people in challenging circumstances and helping them develop a love of sciences through our national sponsorship of the CREST awards

  • Continuing to help reduce homelessness and support initiatives such as The Booth Centre and Shelter from the Storm to help get people off the streets

Insisting on equity, by:

  • Committing to meaningful conversations that actively embrace the diversity of our people when collaborating on I&D plans and communications, I&D engagement, and to gather ongoing feedback

  • Creating a talent management strategy, supported by a learning and development programme, that enables inclusive careers for everyone

Working closely with HR and management colleagues to
achieve this, by:

  • Creating a pipeline for diverse talent to join our business in all roles by improving how we attract and recruit new talent



Other I&D activity at the firm

  • We are a corporate sponsor of IP Inclusive

  • Our Managing Partner Richard Clegg is part of the IP Inclusive Senior Leaders'
    Diversity Think Tank

  • Our Managing Partner Richard Clegg and our Chief Inclusion & Diversity Officer Robert Andrews have publicly committed to improving access to the IP profession through the IP Inclusive  "Sharing Our Privileges" programme

  • We support AIPLA Women in IP and hold events for them

  • One of our Senior Associates Lucy Coe leads the Women in IP committee lead for IP Inclusive

  • We have a regular I&D thought leader column in Forward Magazine 

  • Our people regularly engage with IP Inclusive and attend IP Inclusive events

  • We have a Menopause Policy and Menopause Champions at the firm. We have signed the Menopause Workplace Pledge from women’s health charity Wellbeing of Women. This means we recognise that the menopause can be an issue in the workplace and women need support, we are talking openly, positively and respectfully about the menopause and actively supporting and informing employees affected by the menopause.

  • Three of our wonderful women have been listed in the World IP Review Diversity 2023 publication which recognises individuals with a focus on I&D.
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Read our Inclusion & Diversity blogs


Gender Pay Gap: Updated 2023


We took the decision to be open about our Gender Pay Gap figures before we were legally required to report on these statistics. We have been tracking them for the last four years and have produced them for both our staff and our partnership.

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. 

Read More & Declaration

Talk to our Our Inclusion & Diversity Collaboration Group

Robert Andrews 2022-1

Partner, Patent Attorney, Chief Inclusion & Diversity Officer

Alex Burns

IP Director, Patent Attorney

Gabby Carney

HR Assistant 

lucy coe-1

Senior Associate, Patent Attorney


Senior Associate, Patent Attorney


Partner, Patent Attorney

Sam Hart 2-1

Patent Technical Assistant

Juliana Murray-1

Associate, Patent Attorney

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Patent Technical Assistant 

Joanna Smith - September 2023 i&D page

Marketing & Business Development Manager

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IT Trainer

Ine Weber - edit 1

Patent Paralegal

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Mewburn Ellis


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.