Diversity, inclusion and wellbeing

Everyone at Mills & Reeve brings a unique perspective and ideas to the team and we do everything we can to help each person to thrive.

Having respect for each other is one of our key values, and this is reflected in our extensive diversity and inclusion policies, which cover everything from recruitment and selection to parental leave and flexible working.

We’re known for how well we treat our employees having been named 16 years running in The Sunday Times’ 100 Best Companies to Work For. And we are serious about continuously developing our culture and our policies.

Download our Diversity Data here.

An ongoing commitment

As a leading UK law firm, we monitor diversity levels throughout the firm to ensure we’re equal and open in our recruitment and promotions. If we find barriers we can remove, we do. For instance, we encourage flexible working to ensure we adapt to different lifestyles and offer annual leave for religious festivals such as Eid, Christmas and Ramadan.

We provide training on diversity and inclusion matters and our Diversity and Inclusion Steering Group encourages and oversees a range of initiatives across the firm.

Key objectives

  1. Achieve a more diverse workforce by identifying and communicating a number of diversity and inclusion workforce profile goals. This includes increasing the proportion of female partners from 28% to at least 30%.
  2. Embed good equality, diversity and inclusion practices into our daily activities and decision making processes. 
  3. Celebrate, communicate and promote equality, diversity and inclusion both within and outside of the firm.

Current initiatives


We have a taskforce in place that works to increase the proportion of Black, Asian and minority ethnic (BAME) staff and partners in our workforce from the current level of 9% to 14% (Law Society data re: number of BAME solicitors July 2018). To ensure we achieve this goal, we are increasing accountability throughout the firm, changing our ways of working, promoting, recruiting, and providing more support. Partner Dawn Brathwaite, who leads the firm's BAME taskforce, was recently named diversity champion at the Birmingham Black Lawyers ball.

We have also formally launched our BAME and Allies Network which supports staff, raises awareness and is a platform for wider understanding and promotion of diversity and equality issues. Our network is not just for BAME staff, but also for our team of allies who are an integral part of shaping our agenda.


All staff and their dependents can access a confidential employee assistance programme where they can access financial, legal and health support, including free access to counselling and therapies such as Cognitive Behavioural Therapy.

Family support

We strive for a positive family friendly approach and have maternity and paternity mentors to help support this. Mentors ensure returners to work have all the support they need including confidential conversations about juggling work and family.

Flexible working

We understand that the flexibility to work different patterns can have a positive impact on wellbeing and productivity. We are signed up to the ‘Happy to talk flexible working’ campaign because we want to get the very best from our people by creating balanced and agile workplaces.

Working with and employing ex-offenders

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.


When it comes to gender, we are one of only a handful of top UK law firms with a female managing partner. Our in-depth gender pay gap report goes beyond the statutory requirements and gives an insight into what we are doing in this area. And if you want to find out even more, The New York Times recently wrote about our approach.


We work to be an inclusive place for lesbian, gay, bi and trans people to work. Not only are we a Stonewall Diversity Champion and member of the Interlaw Diversity Forum, but we have our own LGBT+ and allies network, Spectrum. It provides support, representation and development for anyone who identifies as a minority sexual orientation or gender identity. Members meet regularly to ensure any LGBT+ issues are raised and addressed at the most senior level.


We’re committed to helping everyone to work in the way that is best for them, and we strive to put in place alterations that make this easier. We encourage employees, clients and everyone we work with to let us know about any needs or accessibility issues so we can address these effectively and discreetly. Our growing disability working group collaborates with the Business Disability Forum and the Inter Law Firm Forum on Disabilities to ensure we meet and exceed best practice in this area.

Social mobility

We are committed to enhancing our workforce and widening participation from people from all communities and in particular those that face barriers in society and the workplace. We have signed up to the Social Mobility Pledge to demonstrate our work in improving social mobility.

Sound like the type of forward-thinking, inclusive law firm you’d like to work with? Get in touch.

Claire Clarke – managing partner

"We have a fantastic culture at Mills & Reeve, one that is inclusive but also looks to individuals, from our lawyers to our legal and business support teams, to develop themselves and others, come up with new ideas and help drive growth within the firm. We know our strength comes from supporting and encouraging all our colleagues to rise to the challenges we face and we recruit for ambition, flexibility and diversity across all areas of the business."

Our people

  • Natasha Broomfield-Reid

    Diversity Inclusion & Wellbeing Manager

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    Natasha Broomfield-Reid

    Diversity Inclusion & Wellbeing Manager

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