Hogan Lovells, Finalist 2015, The Citymothers Best for all Stages of Motherhood Award

Hogan Lovells is dedicated to supporting its talented female employees at all stages of motherhood.  In order to do this it has increased focus on gender diversity throughout its talent pipeline as part of its Global Diversity Business Plan.  Hogan Lovells offers mothers generous benefits to help them achieve a greater work–life balance and provides support for them both at work and at home as it believes this will increase their job satisfaction, motivation and engagement, which will in turn create an overall high-performance culture.

Hogan Lovells is notable in that it offers mothers support at all stages of motherhood, from planning and pregnancy through to when their children reach adulthood.  It provides an enhanced maternity package which pays six weeks’ salary at 100% and the remaining weeks at 40%, for up to a further 46 weeks.  The company also offers 10 free sessions of emergency childcare to all employees on an annual basis.  As part of its Working Families Network, it runs quarterly ‘New and Expectant Parent Drop-in Sessions’ and hosts a range of talks on a breadth of topics covering, amongst other things, all stages of motherhood including child internet safety; the effects of birth order on family life; fertility awareness; developing child confidence through play; school choices and ’empty nesting’, to name but a few.  Mothers who are returning to work can apply for flexible working, and a mentoring programme is available for mothers at all stages of parenthood.

Hogan Lovells has established clear, measurable targets for monitoring gender diversity and since the establishment of the Global Diversity Business Plan, it has seen progress against these targets including:

  • an increase from 20% in 2012 to 37.5% in 2015 in the number of women promoted globally
  • an increase from 28% in 2012 to 32% in 2015 in the number of women in management roles
  • an increase from 22% to 24% in the number of women partners in London over the last three years
  • agreement by the firm’s management committees to create a new agile working policy
  • the implementation of shared parental leave with pay equalised with enhanced maternity pay (as outlined above)

Hogan Lovells will continue to work on the achievement of its Global Diversity Business Plan in 2015 and beyond.