In a world where headlines can feel louder than lived experience, it’s easy to believe the narrative that diversity and inclusion are no longer priorities – that perhaps the pendulum is swinging back and business leaders are starting to de-prioritise EDI.
But let’s be clear: EDI isn’t dead. It’s growing up. And it remains one of the most impactful drivers of business success, employee engagement and long-term sustainable profitability.
At Ampa, we’re not only staying the course – we’re accelerating. When you know something works then why wouldn’t you?
A shifting landscape but the same human need
Recent developments, such as the UK Supreme Court’s judgement on the legal definition of a ‘woman’, highlight just how complex and nuanced the EDI conversation has become.
While these rulings bring legal clarity, they also raise urgent questions about rights, representation and responsibility, particularly for employers.
In the US, we’re seeing similar challenges unfold. Some law firms are retreating from EDI, in part due to pressure from client groups or political commentary.
But those who remain committed know the truth – inclusion isn’t a political stance. It’s a strategic one.
The data doesn’t lie – diverse teams perform better, and inclusive workplaces are happier, healthier and more productive.
According to McKinsey’s 2023 “Diversity Matters Even More” report, companies in the top quartile for gender diversity on executive teams were 39% more likely to outperform on profitability, while those in the top quartile for ethnic and cultural diversity were 36% more likely to outperform their peers.
At Ampa, we believe EDI is not about ticking boxes. It’s about cultivating trust.
As our CEO Sarah Walker-Smith says: “I am hopeful we can live in a world where clarity is gained legally and common sense prevails, and where nuances can be discussed and understood without polarised simplistic solutions… and where, crucially, the rights of all individuals are respected and protected as we embrace our difference, and understand each other’s needs with compassion and tolerance.”
The proof is in the people
Our most recent internal anonymous pulse survey gave us our highest-ever score – 8.52 out of 10 – for those who agreed with the statement, “I can be myself at work”. For us, that’s not just a statistic, that’s culture in action.
Our “prefer not to say” percentage also dropped from 5.3% to 4.5% over the past three years. This quiet shift speaks volumes – our people feel safer and more seen.
All our people complete EDI training and we’re not stopping there. In 2025 and beyond, we’re rolling out further education on inclusion and bias, creating a culture where learning is never finished and empathy is part of our daily practice.
Social mobility: building equality from the ground up
Inclusion also means addressing structural barriers – especially those tied to opportunity, access and background.
Social mobility is central to our approach. It’s not just about opening doors, it’s about changing the systems that keep them closed in the first place.
We’ve been recognised for our social mobility efforts too. In August 2023, Law.com International named us first in the UK for representation of state school-educated partners (87.6%).
That’s what real socioeconomic diversity looks like, and we’re continuing to build on it through our Connectors reverse mentoring programme, which featured more than 120 participants last year.
We’re also proud to support initiatives like the 10,000 Black Interns programme, helping to create real career pathways for underrepresented talent.
And this summer, we’ll be sharing even more on how we’re partnering with community organisations and schools to support early-stage career awareness and aspirations – laying the foundations for future success.
Our inclusion network: Built by our people for our people
True inclusion doesn’t just happen at policy level – it’s lived and led from within. That’s why we’re proud of our thriving inclusion groups, bringing together individuals with shared identities, experiences and passions.
From supporting parents and carers, to focusing on menopause, disability, LGBTQ+ inclusion, wellbeing and celebrating faith through our Sikh and Muslim networks, our inclusion groups are open to all. Each one is supported by More in Common, our cross-network platform that helps embed inclusion into every part of our culture.
Whether through events, education, allyship or awareness-raising, these groups create community, challenge the status quo and honour individual identity. In 2023, more than 180 colleagues across the group regularly took part – a clear sign of just how valued and vital these spaces are.
Inclusion isn’t a nice to have – it’s a business essential
Inclusion doesn’t just improve lives, it also improves business.
Studies show that companies with strong EDI strategies experience higher employee satisfaction and retention, increased innovation, better financial performance and a stronger connection to diverse client bases.
McKinsey’s research also found that organisations with more diverse leadership teams are significantly more likely to make better, bolder decisions and to attract top talent from a broader pool.
In other words, inclusion doesn’t just create a better workplace. It builds a smarter, stronger business. Diversity of thinking and lived experiences is of course a vital part of this alongside the differences you can see.
Looking forward with purpose
We know the road to equality isn’t linear but we’re committed to walking it with intention.
In the coming months, we’re reviewing how we support disabled colleagues and aligning to our Disability Committed Employer Pledge; taking deeper steps to understand and dismantle racial inclusion barriers; and building representation and accountability across the Ampa group and our membership.
Because ultimately, inclusion isn’t just about policies. It’s about people and the culture you create around them.
EDI is not a moment
For businesses, this isn’t the time to retreat – it’s a time to lead.
At Ampa, we’ve seen first-hand that when people can bring their full selves to work, everybody wins. Our diversity is not a challenge to be managed, it’s a strength to be celebrated.
So no, EDI isn’t dead. It’s evolving, it’s essential and at Ampa, it’s here to stay.