What's on this page/

What law firms sign up to and what they’re actually committing to...

Many law firms now promote themselves using the Disability Confident Scheme, but the reality of what that means is often misunderstood. Here’s a breakdown of the scheme, including its levels, requirements and potential shortcomings.

It’s a UK government initiative encouraging employers to recruit and retain disabled people. It has three levels, with each level building on the last:

• Employers must agree to five basic actions.
   
• These include offering interviews to disabled people who meet minimum job criteria and providing reasonable adjustments.
   
• However, there’s no requirement to prove they’ve done this in practice.
   

• Employers self-assess against a checklist of actions and confirm they are employing disabled people.
   
• Still no external validation is required.
   
• They must commit to actions around retention, not just recruitment.
   

• This is the only level that requires external validation.
   
• Employers must show evidence of actual impact, supporting disabled employees, and championing disability inclusion in their sector.
   

While the scheme sounds reassuring, there are some key limitations:

• ⚠️ Self-assessed for the first two levels (and the third level can be assessed by another DC employer) — there’s little oversight.
   
• ⚠️ The “offer an interview” commitment only applies to disabled applicants who meet the minimum criteria, but firms don’t have to disclose what that minimum criteria is.
   
• ⚠️ Firms can offer interviews without real intent to hire, especially if their recruitment processes or environments remain inaccessible. There isn't really a way to enforce the scheme.
   
• ⚠️ Many employers stop at Level 1, which involves relatively low commitment. Much of the disability confident scheme is sold as "best practice" when many of the commitments fail to go beyond what is expected in the equality act.
   

The Disability Confident badge may signal good intentions — but it doesn’t guarantee inclusive practice. Neurodivergent candidates are often interviewed without meaningful support, and existing employees may still face inaccessible environments.

What is the Valuable 500?

A global movement for disability inclusion in business, but what does it mean in practice?

The Valuable 500 is a global business initiative that urges the world’s biggest companies to commit to disability inclusion at the highest levels of leadership. It’s gained traction in the legal sector, with many law firms proudly listing their membership.

But like any big initiative, it’s worth asking:

What are companies actually committing to, and does it lead to real change?

What’s the Commitment?

To join the Valuable 500, a company must:

• Have its CEO or C-Suite commit publicly to disability inclusion.

• Pledge to take at least one action to improve disability inclusion in their business.

• Report progress annually (though the content and transparency of this varies).

There is no minimum standard for what that one action must be, and no public enforcement or auditing of the outcomes.

Why It Matters

• The initiative helps put disability inclusion on the boardroom agenda — which is crucial.

• It challenges the idea that inclusion is an HR issue rather than a leadership responsibility.

• It has helped open doors to conversations about accessibility, representation, and the value of lived experience.

What Are the Limitations?

• ⚠️ No standardisation - actions range from internal policy tweaks to major inclusion strategies, but all are counted equally.

• ⚠️ Little visibility - many firms don’t publish what their “one action” is, or how they’re progressing.

• ⚠️ Membership ≠ accountability - there’s no process to verify that real change is happening on the ground.

• ⚠️ It focuses on leadership-level commitment, but doesn’t always translate into support for disabled employees at junior levels, or those leading grassroots inclusion efforts.

What this means for neurodivergent people in Law

Valuable 500 membership can be a sign that a firm is taking disability inclusion seriously at a strategic level, but it doesn’t tell us what impact that has on disabled employees.

It’s possible to be a Valuable 500 company and still:

• Undervalue disabled staff.

• Fail to make adjustments.

• Ignore internal feedback from neurodivergent or disabled employees.

You may have seen firms highlight their membership with the Business Disability Forum (BDF), a not-for-profit membership organisation that supports businesses to become more disability-smart.

While BDF does offer useful resources and consultancy, simply being a member doesn’t tell you much about a firm’s actual practice.

BDF works with employers to improve disability inclusion through:

• Advice and training.
   
• Policy support.
   
• Access to best practice guides and consultancy services.
   
• Forums and events to share learning.
   

Organisations pay a membership fee to join, including many major law firms.

A firm that’s a BDF Member has:

• Paid a fee to access support and resources.
   
• Committed (in theory) to improving disability inclusion — though there is no minimum action requirement.
   
• The ability to say they are “working with BDF” — even if they haven’t taken up any services beyond downloading a PDF or attending a webinar.
   

It is not:

• A certification.
   
• A marker of good practice.
   
• Evidence of progress or lived experience leadership.
   

• ⚠️ Membership alone does not require or assess actual implementation.
   
• ⚠️ There is no external audit of how well a firm supports its disabled staff.
   
• ⚠️ It can be difficult for the public to know what a firm has actually done with its membership.
   

Being a member of BDF could mean a firm is taking inclusion seriously and it provides many helpful and informative resources, alongside tailored support, or it could mean they’ve paid for a membership badge and not done much else.

Many law firms reference their involvement in PurpleSpace or use the hashtag #PurpleLightUp around 3rd December, the International Day of Persons with Disabilities. You might see buildings lit up purple, social media posts celebrating inclusion, and firms saying they’re “part of the PurpleSpace movement.”

But what exactly is PurpleSpace, and what does participation actually involve?

PurpleSpace is a membership-based networking and consultancy organisation that supports:

• Disabled employee networks,
   
• Allies and champions, and
   
• Senior leaders who want to improve disability inclusion.
   

It’s best known for coordinating #PurpleLightUp, a global visibility campaign designed to celebrate the economic contribution of disabled people.

Firms that engage with PurpleSpace may:

• Join as members, giving them access to networking, events, and resources to build or grow internal disability networks.
   
• Take part in #PurpleLightUp, which encourages:
   
  • Lighting up buildings in purple,
     
  • Running social media campaigns,
     
  • Hosting awareness-raising events.
     

However, there is no formal requirement to make adjustments, reform policies, or change working conditions.

• ⚠️ Highly visibility-focused - lots of energy goes into purple branding and events, but less into structural change.
   
• ⚠️ Membership ≠ inclusion - being part of PurpleSpace doesn’t guarantee meaningful support for disabled or neurodivergent staff.
   
• ⚠️ Can be performative - some firms highlight their purple-lit offices without addressing how their disabled employees are actually treated.
   
• ⚠️ No external evaluation - there’s no check on whether the internal networks supported are safe, representative or empowered.
   

PurpleSpace can play a valuable role in helping disabled employees connect with others and build internal momentum for change. But that depends on how the firm uses it.

Some neurodivergent people report:

• Networks being run entirely by junior disabled staff, with no support or budget.
   
• Internal events being publicised for external PR, while staff feedback is ignored.
   
• A mismatch between visibility campaigns and actual adjustments or respect for lived experience.
   

More and more law firms are now listing themselves as members of Neurodiversity in Business (NiB), a UK-based organisation aiming to improve neuroinclusion across the private sector. It’s often highlighted as a sign that a firm is taking neurodiversity seriously.

But membership alone doesn’t tell the full story.

Launched in 2022, NiB is an industry forum set up to:

• Support employers in making their workplaces more inclusive for neurodivergent people.
   
• Promote neurodivergent talent and lived experience.
   
• Share best practice between organisations.
   

It is not a regulatory body or accreditation scheme, it’s a voluntary membership-based network.

When a law firm says they’re a “member of Neurodiversity in Business,” it typically means they:

• Have signed up as a member organisation.
   
• May attend events or roundtables on neuroinclusion.
   
• Have access to guidance and toolkits on best practice.
   
• Can use the NiB logo in their communications.
   

• ⚠️ Anyone can join - there’s no minimum bar for inclusion, and no scrutiny of working conditions.
   
• ⚠️ No external accountability - NiB doesn’t assess whether firms follow through on commitments.
   
• ⚠️ Easily used as a branding tool - firms may list their membership publicly while doing little internally.
   
• ⚠️ Can overshadow lived experience - some law firms use NiB to amplify HR-led initiatives while sidelining neurodivergent voices within their own organisations.
   

Being a member of NiB may show a firm’s interest in becoming more inclusive, but it doesn’t guarantee any action, adjustment or respect for neurodivergent lived experience.

MyPlus is a consultancy and recruitment support platform aimed at improving disability inclusion in graduate recruitment. It offers tools, training and visibility schemes for employers, and a job board and resource hub for disabled students and graduates.

MyPlus runs the MyPlus Disability Talent Programme, which promotes inclusive opportunities and connects disabled applicants with employers who claim to be disability-confident.

It also supports employers to review their recruitment processes, deliver training to line managers, and signpost best practice in disability inclusion.

Firms that work with MyPlus may:

• Be listed as a “MyPlus Employer” on the job board
   
• Attend or host events aimed at disabled candidates
   
• Provide a short public profile outlining how they support applicants with disabilities
   
• Receive training and consultancy on inclusive recruitment
   

Some firms also provide detailed application advice and examples of adjustments they’ve made in the past, although this varies.

⚠️ No independent review – Employers self-report their progress and control what information is made public.

⚠️ Focus on recruitment – Most support is aimed at getting in.

⚠️ No accountability structure – There’s no formal route to challenge misleading employer claims and applicants may still face discrimination even from listed firms.

This website compiles publicly available information from UK law firm websites about diversity, inclusion, and reasonable adjustment policies. It is intended as an informal resource to help prospective applicants better understand how firms present their approach to accessibility and support.

We do not verify the accuracy, completeness, or current relevance of the information, and we are not affiliated with any of the firms listed (unless explicitly stated). Users are encouraged to visit official firm websites or contact firms directly for the most up-to-date information.

Nothing on this website constitutes legal advice or an endorsement of any organisation. If you believe any content is inaccurate or should be removed, please contact us.

Disability Confident Level: ✅ Level 3 (Leader)

External Partnerships: Lexxic (neurodiversity specialists), Occupational Health, Business Disability Forum

Staff Network: DAWN (Disability and Wellbeing Network)

Recruitment Process Adjustments:
Macfarlanes encourages candidates with disabilities or long-term health conditions to contact their recruitment team to discuss adjustments at any stage of the process. Alternative formats for application forms are available. The firm promotes openness and reassures candidates that disclosure is welcomed and used to ensure fairness and accessibility in assessment.

Support for Neurodivergent Staff:

• Workplace needs assessments through Lexxic
   
• Access to assistive equipment, training, and occupational health support
   
• Thrive wellbeing app and internal trained guardians for mental health support
   
• MentorMacs reverse mentoring programme, with neurodivergent and ally mentors
   
• DAWN events marking Neurodiversity Celebration Week and Mental Health Awareness Week, including panel discussions on masking, sensory issues, and lived experience
   

Cultural Initiatives:

• Firmwide video to raise awareness of neurodivergent conditions like autism, dyslexia, and dyspraxia
   
• Hidden disabilities panels and cross-firm events (e.g., with InterLaw)
   
• Trainees and staff can access confidential counselling and regular wellbeing seminars
   
• DAWN aims to embed understanding of disability and neurodiversity across all teams
   

Diversity Data (2023):

• 5% disclosed a disability
• 3.2% preferred not to say

Neuro-Inclusion Plan Launched: ✅ Since late 2022

Staff Network: Neurodiversity at Simmons

Neurodiversity Data (2025 audit):

• 9% of staff identified as neurodivergent
• 12% preferred not to say 

Recruitment Process Adjustments:
Simmons & Simmons proactively supports applicants who require adjustments. Candidates are encouraged to get in touch early, even if unsure of their needs, to co-develop an inclusive process. The firm offers alternative application formats and flexible, supportive recruitment arrangements for open days, vacation schemes, and training contracts.

Support for Neurodivergent Staff:

• Neurodiversity network open to neurodivergent staff, carers, and parents
   
• Workplace assessments offering personalised reports with tailored recommendations
   
• Training provided to recruitment and wider teams to improve understanding of neurodivergence
   
• Commitment to flexible working and inclusive learning styles
   

Cultural Initiatives:

• Neurodiversity network facilitates connection and change across the firm
   
• Inclusive hiring and onboarding focus as part of wider diversity strategy

Disability Confident Level: ✅ Level 2

Staff Network: IM Able

Diversity Data (SRA):

• 3.3% of all staff reported a disability
• 0% of partners, 3.5% of solicitors disclosed a disability

Recruitment Process Adjustments:
Candidates can access a tailored recruitment process with support options such as phone consultations, alternative question formats, and accessible information delivery. The firm offers participation in the Disability Confident Interview Scheme and encourages direct contact with IM Able representatives.

Support for Neurodivergent Staff:

• “Wellbeing passport” scheme allows trainees and staff to communicate support needs and preferred working styles
   
• Guidance for line managers on inclusive recruitment and reasonable adjustments
   
• ‘Let’s Talk About Disability’ events, open to all employees and supported by the executive team
   

Cultural Initiatives:

• Focus on inclusive flexible working through ‘Flexible by Choice’ policy
   
• Continued development of internal education on disability and neurodivergence
   
• Encouragement of open dialogue and visible executive engagement with disability inclusion
   

Disability Confident Level: ✅ Accredited (level not specified)

External Commitments: Member of the Valuable 500

Staff Network: Ability Network

Recruitment Process Adjustments:
Eversheds Sutherland commits to an inclusive and accessible recruitment process for candidates with disabilities or caring responsibilities. Their inclusion strategy emphasises openness and understanding, especially around invisible disabilities and neurodiversity.

Support for Neurodivergent Staff:

• Internal policies designed to foster confidence in disclosing individual needs
   
• Focus on accessibility across processes, programmes, and facilities
   
• Ability Network provides resources and a platform to share lived experience
   

Cultural Initiatives:

• The Ability Network encourages suggestions for inclusion improvements
   
• The firm actively promotes awareness of invisible conditions, including neurodiversity
   
• Senior leaders are involved in building an open and understanding culture
   

Diversity Data (2023):

• 5.2% disclosed a disability (including 4.1% of partners)
• 25.3% preferred not to say

External Partnerships: Business Disability Forum

Internal Committees: Disability Equity Committee & Disability and Accessibility Interest Group

Recruitment Process Adjustments:
Mishcon de Reya designs job descriptions using inclusive language and only essential criteria, and welcomes conversations around flexible and agile working. Early Careers processes are monitored for adverse impact to reduce bias and increase accessibility.

Support for Neurodivergent Staff:

• Targeted training for team members working with neurodivergent colleagues
   
• Disability Equity Committee promotes structural disability inclusion and awareness
   
• A Wellbeing Interest Group supports informal community-building and sharing lived experience
   
• Ongoing review of recruitment practices to remove unfair barriers
   

Cultural Initiatives:

• Encouragement of self-declaration around disability
   
• Strategic focus on disability inclusion embedded within wider diversity agenda
   
• Continued expansion of internal support groups to diversify perspectives
   

Diversity Data (2023):

• 6% disclosed a disability
• 3% preferred not to say

Disability Confident Level: ✅ Level 1 – Committed

Internal Networks: Beyond Barriers (Global Disability & Neurodiversity Network)

Training Initiatives: Partner-level neurodiversity awareness training (London pilot)

Recruitment Process Adjustments:
White & Case is a certified Disability Confident Committed employer, self-certifying a clear commitment to equitable recruitment and progression for individuals with disabilities and neurodivergent conditions. The firm acknowledges the importance of both the medical and social models of disability in shaping inclusive practices.

Support for Neurodivergent Staff:

• Beyond Barriers is a global affinity network supporting colleagues with lived experience of disability and neurodivergence
   
• Regional listening groups in EMEA and the Americas offer confidential forums for employees to share personal experiences, inform inclusion efforts, and connect with others
   
• Partner training in London focused on how neurodivergent conditions (including ADHD, Autism, Dyspraxia, and Dyslexia) may present in the workplace—particularly in appraisal and performance review contexts
   

Cultural Initiatives:

• Events held for Neurodiversity Celebration Week and World Usability Day to spotlight inclusive tech, challenge stigma, and promote awareness of assistive tools
   
• Internal colleague profiles shared to normalise lived experience of disability and chronic illness
   
• Firm culture emphasises the need to reduce stigma and foster open dialogue about disability and neurodivergence

Neurodiversity Representation Data:

• 🔍 Not publicly available at this time
   

Disability Confident Level: ✅ Disability Confident Employer

External Commitments: Founding member of the Valuable 500 and the Legal Neurodiversity Network

Internal Networks: Ability Forum (Disability & Carers Network)

Recruitment Process Adjustments:
Addleshaw Goddard offers a self-service Workplace Adjustments Portal and uses a Workplace Adjustment Passport to ensure adjustments move with individuals between roles or teams. The Early Careers team also runs workshops specifically designed to support neurodivergent candidates applying for legal roles.

Support for Neurodivergent Staff:

• Workplace adjustments including ergonomic equipment, specialist software, and flexible working
   
• Access to coaching and peer support through the Ability Forum
   
• Internal champions and allies promoting accessibility and inclusion
   
• Mental health support integrated into wider wellbeing strategy (e.g., through Mindful Business Charter)
   

Neurodiversity-Focused Initiatives:

• Hosts an award-winning neurodiversity programme, with awareness events, panels, and cross-sector collaboration
   
• Annual celebration of Neurodiversity Celebration Week
   
• Participation in external forums and webinars on neurodiversity in law
   
• Training delivered to support colleagues working with neurodivergent team members
   

Cultural Initiatives:

• Sunflower scheme adopted for hidden disabilities
   
• Awareness events focused on disability history and non-visible conditions
   
• Firm-wide inclusion strategy with visible leadership and strong network engagement (over 1,000 colleagues involved in DE&I networks)
   

Diversity Data (2024):

• 4.7% of staff declared a disability
• 18.7% preferred not to disclose
   

Disability Confident Level: ✅ Level 2 – Employer

Internal Networks:

• Unique (Health & Disability Network), supporting disabled, neurodivergent and chronically ill staff, carers and allies.
   

Training Initiatives:

• No public information available on neurodiversity-specific training.
   

Recruitment Process Adjustments:

Shoosmiths is a Level 2 Disability Confident Employer. As part of this, the firm commits to offering interviews to disabled applicants who meet the minimum criteria for a vacancy. Adjustments are available across all stages of recruitment, including for insight evenings, assessments, and vacation schemes.

Support for Neurodivergent Staff:

• Neurodivergent applicants are explicitly included in the eligibility criteria for the Discover Vacation Placement & Mentoring Programme — a diversity access scheme linked to the training contract.
   
• Unique network provides peer support for employees with health conditions, disabilities and neurodivergence.
   
• The firm notes that it welcomes adjustment requests both during the recruitment process and in employment.
   

Cultural Initiatives:

• Public diversity data reports 1% of staff disclosed a disability in 2023, with 55% not responding. Shoosmiths acknowledges this data gap and has committed to building a clearer picture in the future.
   
• No specific neurodivergent-led cultural initiatives currently public.
   

Disability Confident Level: ❌ Not listed

Internal Networks:

• Empowered (Disability and Health Network), supporting those with disabilities (visible and hidden), neurodivergence, long-term health conditions, carers and allies.
   

Training Initiatives:

• Firmwide workshop held with Daniel Aherne, author of The Pocket Guide to Neurodiversity and founder of Adjust Services.
   
• Event hosted with Dr Samantha Hiew, founder of ADHD Girls, during Neurodiversity Celebration Week and Women’s History Month 2023.
   

Recruitment Process Adjustments:

The firm states a commitment to barrier-free recruitment and offers adjustments at any stage for people with disabilities or long-term health conditions. No further detail is provided on how these are implemented or reviewed.

Support for Neurodivergent Staff:

• Empowered Network includes neurodivergence in its remit, alongside disability and long-term health.
   
• Focus appears to be on awareness-raising events, with no information available about neurodivergent-specific policies, retention efforts, or workplace adjustment processes.
   

Cultural Initiatives:

• Events held during Neurodiversity Celebration Week, including external speakers focused on ADHD and workplace inclusion.
   
• Public diversity data shows 5% of staff disclosed a disability in 2023, with 4% preferring not to say.
   

Disability Confident Level: ❌ Not listed

Internal Networks:

• Able @ Kirkland – Disability inclusion group supporting colleagues with disabilities and long-term health conditions. Public references suggest this includes neurodivergent staff, though limited detail is provided.
   

Training Initiatives:

• No specific neurodiversity-focused training initiatives have been publicly disclosed.
   
• The firm states that training on inclusive leadership and unconscious bias is provided as part of wider DEI initiatives.
   

Recruitment Process Adjustments:

Kirkland & Ellis states a commitment to inclusive recruitment practices and encourages candidates to request reasonable adjustments. 

Support for Neurodivergent Staff:

• The Able @ Kirkland group is mentioned as a space to build community and awareness across offices.
   
• No published content specific to neurodivergent staff experiences or workplace-specific support structures.
   
• Kirkland has partnered with a leading business technology services firm to bring individuals diagnosed with autism spectrum disorder into the workforce through CAI's Neurodiverse Solutions program in 2021 (n further note of this),
   

Cultural Initiatives:

• Kirkland & Ellis has participated in Disability Inclusion Month and recognised Neurodiversity Celebration Week through panel discussions and awareness posts on LinkedIn and internal channels.
   
• No published neurodivergent-led campaigns or testimonials at present.
   
• Firm has signed up to broader inclusion initiatives but is not a member of Disability Confident or listed as part of the Valuable 500.

2023 London Office SRA data

5% declared a disability, 2% preferred not to say
 

Disability Confident Level: Not stated

External Partnerships: Lexxic, Business Disability Forum, Legal Neurodiversity Network, Mansfield Certification
 

Staff Network: NeuroNetwork – a peer-led network supporting neurodivergent staff and allies, open to both formally and self-identified individuals

Bird & Bird describe themselves as “a disability, neurodiversity and mental health inclusive employer.” Candidates are actively encouraged to contact the Early Careers team at any stage to discuss adjustments.

These may include:

• Alternative formats and flexible interview arrangements
• Practice Watson Glaser and video interviews, with guidance shared in advance
• Support for written applications, including time extensions 
• Contextual Recruitment System to assess applicants fairly and mitigate bias
   

The firm reassures candidates that adjustments are not only accepted but welcomed.

• Internal support is available throughout a person’s career, not just during recruitment
• NeuroNetwork hosts peer discussions and shares lived experience
• Access to adjustments and training is supported across global offices
• Yearly D&I reviews outline steps taken to increase psychological safety and inclusion for neurodivergent colleagues
• Supervisors and line managers are given practical training on inclusive behaviours
   

• In 2024, Bird & Bird reported a firmwide focus on embedding neurodiversity understanding in recruitment and workplace culture
• Their D&I strategy highlights neurodivergence alongside age, race, disability and gender
• Neurodiversity is a core theme during annual Inclusion Week events
• The NeuroNetwork is sponsored by Partner Peter Willis, with visible leadership backing
• The firm is Mansfield Certified, promoting equitable pathways into leadership for underrepresented groups, including disabled and neurodivergent lawyers
   

• 3.8% disclosed a disability 
• 3.9% preferred not to say
  
   

Disability Confident Level: Committed

External Partnerships: Legal Neurodiversity Network, Business Disability Forum, MyPlus Students’ Club, Neurodiversity in Business, Hidden Disabilities Sunflower Scheme

Staff Network: Enabled UK, with a dedicated Neurodiversity Working Group

Recruitment Process Adjustments:
Freshfields has removed SOME timed assessments from its application process. Candidates are encouraged to reach out to the Early Careers and Development team at any stage to request adjustments. The firm has hosted events through the Legal Neurodiversity Network and works closely with MyPlus to support neurodivergent applicants. It has also commissioned an external review of its workplace adjustments process, leading to the introduction of new tools and training across recruitment and development.

Support for Neurodivergent Staff:
Neurodivergent employees can access private diagnostic assessments through the firm’s UK health benefits, including for children of staff. Coaching, external referrals and peer mentoring are available. The Neurodiversity Working Group, co-chaired by Reena Parmar (Counsel) and Laura Minnock (HR Business Partner), works alongside leadership and HR to shape firmwide practice. Adjustments, line manager support and awareness-raising are embedded into the firm’s broader disability and wellbeing agenda.

Cultural Initiatives:
Freshfields was a founding member of the Legal Neurodiversity Network in 2023. The firm regularly hosts panel discussions and internal events on topics such as masking, sensory differences and vulnerability in leadership. Senior leaders including James Smither (Head of Risk Management) have spoken publicly about their involvement in the Buckland Review and the importance of sector-wide reform. The Enabled network provides community and visibility, while the Neurodiversity Working Group feeds directly into firm policy

Diversity Data (2024):
8% disclosed a disability
4% preferred not to say

Disability Confident Level: Not publicly confirmed (but range of other partnerships)

External Partnerships:

• MyPlus / MyPlus Students’ Club – Partner in supporting neurodivergent and disabled student recruitment and inclusive interview training 
• Valuable 500 – Firm-level membership to drive disability inclusion in leadership 
• PurpleSpace – Joined 2019 to connect neurodivergent professionals and support internal community building 
• Autism Forward, AS Mentoring, Ambitious About Autism, Aspiring Solicitors – Provide specialist support in recruitment, diagnosis, coaching, mentoring, and raising awareness 
• Legal Neurodiversity Network (LNN) – Founding member; hosts clinic-style events and knowledge-sharing workshops 

Staff Network:

• Ability Network – Firm-wide disability and neurodiversity peer support group 
• Autism, ADHD, dyslexia etc. Support Group – Sub-group led by neurodivergent staff and their carers to improve disclosure, environment and inclusion 
• Neurodiversity Working Group – Focuses on policy, awareness and adjustments; supported by champions such as Alison Matthews
   

Recruitment Process Adjustments:

• Autism internships and pathways – Tailored for autistic candidates with fixed-term experience and ongoing support 
• Questions sometimes shared in advance, job descriptions clarified and candidates encouraged to disclose needs at any stage 
• Training for hiring managers (Ambitious About Autism, AS Mentoring) to enable more inclusive recruitment 
• Recruitment through specialist partners – Access to broader neurodivergent talent pools and disability-focused support
   

Support for Neurodivergent Staff:

• Reasonable adjustments policy – Leverages lived experience and applied across disclosure contexts 
• External diagnostic and coaching support – Delivered through partnerships with Autism Forward and AS Mentoring 
• Mentoring and peer support – Facilitated by Ability Network, Aspiring Solicitors and MyPlus-led workshops 

Cultural Initiatives:

• "Infinite Possibilities: Embracing Neurodiversity" – First edition launched 2022, updated 2023; featuring stories by neurodivergent staff 
• LNN clinic-style events – Hosted by HSF and led by staff champions, covering adjustments, diagnosis and inclusive best practice  
• Internal awareness activities – Disability Awareness Day, Global Accessibility Day, sensory‑friendly guidance in office/work patterns 
• Visible champions – Staff and leaders sharing lived experience and supporting policy (e.g. portfolio by senior advocates) 

Participation in Buckland Review:

• Actively contributed to the Buckland Review of Autism Employment, supporting policy on recruitment, retention and adjustments; aligns with firm’s own neurodiversity work

Diversity Data (2023) 

Lawyers - 5% disclosed a disability, 2% preferred not to say

Disability Confident Level: Not publicly confirmed (but range of other partnerships)

External Partnerships: Legal Neurodiversity Network, Business Disability Forum, Autism Forward, Aspiring Solicitors, MyPlus Students’ Club, Rare, Valuable 500

Staff Network: WeilAccessAbility

Recruitment Process Adjustments:
Weil encourages early disclosure of access needs and provides tailored adjustments throughout the application process. The firm’s WeilAccessAbility Insight Evenings include accessibility features such as quiet rooms, hearing loops, and sensory-friendly environments. Interviewers are offered inclusion training and the recruitment team engages with best practice from MyPlus and the Legal Neurodiversity Network. The firm also participates in wider disability recruitment roundtables and is actively involved in sector conversations on inclusive hiring.

Support for Neurodivergent Staff:
WeilAccessAbility provides confidential peer support and consultation on workplace adjustments. Staff can access wellness and inclusion resources through the firm’s Chief Wellness Officer and internal campaigns. Adjustments are available for both newly diagnosed and self-identified individuals, with guidance on funding routes such as Access to Work. Staff can participate in reverse mentoring, disability-inclusive leadership programmes and cross-firm events through partner organisations.

Cultural Initiatives:
Weil is a founding participant in neurodiversity-specific Legal Neurodiversity Network events, including panel discussions and socials designed with sensory-friendly considerations. The firm’s broader inclusion strategy incorporates disability as a core strand of ESG, with campaigns such as “Show Your Work” promoting inclusive working practices. Regular disability and neurodiversity-themed programming is included in firmwide Inclusion Weeks. Staff also receive resources on inclusive communication, accessibility in meetings, and allyship.

Diversity Data (2023):
4.96% disclosed a disability
2.62% preferred not to say

Disability Confident Level: Committed

External Partnerships: Gateley works with a range of social impact and community organisations with a focus on inclusion and accessibility. While not all are neurodiversity-specific, they include Regeneration Brainery, PEAR, Birmingham Metropolitan College and UA92. The firm also collaborates with external charities through its staff networks and volunteering partnerships.

Staff Network: Ability – a disability and neurodiversity staff network. It provides a welcoming and supportive space for disabled and neurodivergent colleagues and allies. The network helps raise awareness and runs internal events throughout the year.

Recruitment Process Adjustments:
As a Disability Confident Committed employer, Gateley has committed to offering fair and accessible recruitment. The early careers team encourages candidates to disclose their access needs and adjustments are offered where needed. Guidance for line managers has included examples such as sharing interview questions in advance, allowing additional processing time, and offering alternative formats. During ADHD Awareness Month, the firm also highlighted the importance of simple adjustments such as fixed desks, protected deep work time and hybrid flexibility.

Support for Neurodivergent Staff:
The Ability network provides peer support and signposting. Staff have access to mental health and wellbeing support, and flexibility in working hours and locations. Office environments have been adapted to support neurodivergent-friendly working practices. These include quieter spaces, flexible start times and permission to work from the same desk consistently. Staff can also access volunteering and mentoring opportunities through external partnerships.

Cultural Initiatives:
Gateley regularly takes part in Neurodiversity Celebration Week and National Inclusion Week. Internal communications have included lived experience pieces, practical guidance on supporting colleagues with ADHD and steps for creating more inclusive workspaces. The Ability network helps lead firmwide conversations about disability, mental health and neurodiversity, and collaborates with other internal groups such as Thrive (wellbeing) and Unity (race and ethnicity).

Diversity Data:
Gateley has not published specific disability or neurodiversity data publicly. The firm shares annual gender and ethnicity breakdowns in its ESG reporting but has not yet published disability-specific representation figures.