Equity at the core: How Hay & Kilner is shaping the future of legal workplaces

Equity at the core: How Hay & Kilner is shaping the future of legal workplaces

At Hay & Kilner, Equity, Diversity and Inclusion (EDI) isn’t just a strategy, it’s a lived reality. With a 77% female workforce, 56% female representation at Partner level, and a predominantly female management board (60%), the firm is breaking legal industry norms and setting new standards for inclusive leadership.

This commitment has not gone unnoticed. Hay & Kilner has been shortlisted for two prestigious awards, a fantastic recognition of the team’s collective efforts and values:

• UK Employer of the Year in the Investors in People Awards
• Most Inspiring Employer in the North East Chamber of Commerce Inspiring Women in Business Awards

These shortlists are a powerful acknowledgment of the supportive, inclusive, and high-performing environment we strive to foster every day. They also shine a light on the importance we place on professional development, wellbeing, and creating opportunities for everyone across the firm to thrive, both personally and professionally.

The EDI strategy is led by Sarah Furness, Ruth Fell, and Georgia Whitfield who as a small team working closely together can provide quick and sharp focus and have maximum impact.

A progressive culture grounded in people
Operating for nearly 80 years, Hay & Kilner serves a wide range of commercial and private clients, offering full-service legal expertise with a distinctly down-to-earth style. But what truly sets the firm apart is its people-first culture. It’s an environment where employees thrive, and diversity is actively championed.

“Empowering people isn’t just a policy, it’s embedded in our culture,” says Sarah Furness, Partner at Hay & Kilner. “We want to create a space where every colleague can succeed, no matter their background, identity, or life journey.”

Industry-leading gender representation
The firm’s gender balance is impressive While the national average for female Partners stands at just 23% (SRA data), Hay & Kilner boasts 56%, including two new female Partners in 2025.

There’s no ‘glass ceiling’ here. Transparent promotion criteria, mentoring schemes, and SMART and strategy led objective-based reviews ensure equal access to career progression. We are currently undertaking a significant project to embed further our coaching culture following an in-depth analysis and review of our values. We also recognise that our supportive male allies have a role to play in ensuring women at Hay & Kilner reach their potential.

Policies that reflect real lives
Hay & Kilner recognises that genuine inclusion means supporting employees through all stages of life. Enhanced family leave policies for maternity, paternity, adoption, and assisted conception are informed by employee feedback, as is the newly introduced baby loss policy, offering meaningful support through difficult times.

A menopause awareness programme, completed by all managers, has normalised open conversations and ensured that women feel supported throughout their careers.

Training for inclusive leadership
Mandatory EDI and sexual harassment training reinforces a zero-tolerance approach to discrimination. Managers also receive development in performance management, delegation, and supportive conversations, equipping them to lead with empathy.

The firm’s evolving three-year EDI strategy includes neurodiversity awareness and training, celebrating cultural differences and different religions and allyship training. A guest speaker from the trans community also recently brought lived experience to the firm’s learning programme.

Work-life balance that works
A 60/40 hybrid working model, flexible working options and the recently introduced three additional days of annual leave reflect a workplace where wellbeing is prioritised. These benefits are particularly valued by those employees who balance their careers alongside caregiving responsibilities.

The firm’s Silver Investors in People accreditation underpins its commitment to trust, purpose, and continuous feedback, creating an environment where employees are listened to and appreciated.

External impact and role models
Inclusion at Hay & Kilner extends beyond the office. Partner Leigh Ferguson, a spinal cord injury survivor, is a powerful voice for disability inclusion. Partner Lauren Hall co-chairs the Newcastle Women Lawyers Division, supporting professional women across the region and co-chairs our Employee Wellbeing Committee. Associate Bethany Herbertson leads the firm’s involvement with CSR and the Social Mobility Foundation, mentoring students from less advantaged backgrounds while Georgia Whitfield sits on the Law Society’s national LGBTQ+ committee.

Strategic outreach is also a priority, 86% of the most recent work experience cohort were female, many of them mentored through partnerships with local education and enterprise programmes.

In a sector where gender inequality and rigid cultures have historically prevailed, Hay & Kilner stands out. These award shortlistings are not just accolades, they reflect a deep, enduring commitment to equity at the core of everything the firm does.

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