Gender
At Blake Morgan, we are committed to promoting gender equality and inclusion as a core part of our culture. Our Gender workstream focuses on ensuring that all colleagues, regardless of gender, have equal opportunity to succeed, contribute and progress within the firm.
We recognise that while progress has been made, as in many organisations barriers and biases can unintentionally still exist. It can take time for social norms and demographics to work their way through, particularly in firms with high staff retention rates. Our approach is centred on creating a working environment where these barriers are identified and addressed, and where colleagues feel supported to achieve their professional goals. We aim to ensure that voices of less represented genders are heard, understood and spoken by those occupying leadership and management roles, regardless of their own gender.
Through a combination of targeted initiatives, policy development and awareness activity, we work to create a workplace built on a culture of fairness, inclusivity and respect. This includes supporting career development, promoting inclusive leadership and fostering open conversations around gender equality and lived experience.
Our work is informed by ongoing engagement, data insights and collaboration across the firm, ensuring we continue to evolve our approach and drive meaningful, lasting change.
Main areas of focus
Gender equity and representation
We are committed to improving gender balance across all levels of the firm, with a particular focus on increasing representation in leadership and decision-making roles. This includes setting clear targets and supporting inclusive recruitment, progression and promotion practices.
Inclusive culture and career development
We support colleagues through accessible career development opportunities, mentoring and leadership programmes, ensuring that everyone has the tools and support needed to progress. Our approach focuses on removing barriers and addressing bias in career progression.
Awareness, wellbeing and allyship
We promote awareness and understanding of gender-related issues through campaigns, education and events. This includes supporting gender-specific health and wellbeing initiatives, encouraging open dialogue and fostering allyship across the firm.
Key contacts
Jennifer Williamson | Partner | Gender Inclusion Champion
Gender Inclusion Champion, leading the development and delivery of the firm’s gender strategy and driving initiatives to promote equality, inclusion and career progression across all genders.
Jennifer was thrilled to take on the role of EDI Gender Champion. She was fortunate to grow up without any thought that her gender was relevant to what she could achieve in life. As a young person, her expectation was that progression and success were related to hard work and qualifications, not gender. It wasn’t until Jennifer moved away from school and closer to ‘the real world’, that potential gender inequality started to reveal itself.
Although perhaps not as obvious as in previous generations, workplace opportunities and challenges sadly continue to vary according to gender. Subtle, or less obvious, gender bias should not have a place in the modern working world. As a firm we have a strong culture of inclusion and respect – a belief that people should not be held back by gender must be synonymous with that. It is incumbent upon all of us to continue to be alive to potential gender bias, and as gender champion, Jennifer hopes to continue Liz Bryne’s previous work maintaining this issue’s profile.
Gabrielle Fernandes | Solicitor | Gender Group member
As a newly qualified solicitor in the Banking team, Gabrielle is also an active member of the firm’s Gender Committee, supporting initiatives that promote gender equality, inclusion and the professional development of colleagues across the business.
Gabrielle works collaboratively with committee members to help plan and deliver events, contribute ideas for initiatives that encourage open discussion around gender-related issues, and support programmes that foster an inclusive and supportive workplace culture.
Gabrielle’s role also involves helping to raise awareness of topics affecting gender diversity within the legal profession, promoting opportunities for networking and mentoring, and encouraging engagement with the committee’s activities across the firm. Through these initiatives, Gabrielle aims to contribute to creating an environment where everyone has equal opportunities to develop and succeed, regardless of gender.
As someone at the beginning of their legal career, she values the opportunity to bring a junior perspective to the committee and to help ensure that the views and experiences of junior lawyers are represented. Being part of the Gender Committee allows her to contribute to the meaningful changes within the firm while supporting a culture that values diversity, collaboration and inclusion alongside professional excellence.
Alex Hamp (He/Him) | Business Development Manager | Gender Group member
Alexander is a Business Development Manager at Blake Morgan with responsibility for supporting and driving growth in the firm’s commercial law offering across England and Wales. Working closely with our lawyers, clients and intermediaries, he helps identify opportunities, strengthen relationships and support the continued development of the firm. In addition, he champions initiatives across the Thames Valley and is actively involved in a multitude of regional networks and partnerships.
Alex joined the Gender Steering Group because he believes diverse teams make better decisions, deliver better client outcomes and create stronger organisations. Throughout his career in professional services, he has worked within many gender-diverse teams and has consistently found them to be environments that encourage broader thinking, constructive challenge and collaboration. They are also the teams in which he feels he has done some of his best work and developed most as a professional.
Through his work with the Gender Steering Group, Alex seeks to bring together internal and external perspectives, helping the firm learn from colleagues, clients and wider professional networks. He believes that fostering a diverse and inclusive culture is not only the right thing to do but also helps Blake Morgan become a better legal adviser – the firm is better able to understand its clients, challenge assumptions and deliver thoughtful, commercially effective advice.
Ruth Gingell | Business Development Manager | Gender Group member
Ruth is a Business Development Manager at Blake Morgan and an active member of the firm’s Equality, Diversity and Inclusion (EDI) Committee. Through her involvement in the committee, Ruth supports initiatives that help create an inclusive environment where colleagues feel valued, respected and able to be themselves.
Ruth chose to become involved in the EDI workstream because she believes that diverse perspectives make organisations stronger. She is passionate about ensuring that everyone has equal opportunities to develop, contribute and succeed, regardless of their background or personal circumstances. For Ruth, EDI is not just about policies and processes; it is about creating a culture where people feel they belong and are empowered to reach their full potential.
As part of her work with the committee, Ruth contributes to discussions and initiatives that promote awareness, encourage inclusive behaviours and support meaningful change across the firm. She enjoys helping to raise the profile of EDI-related activities, sharing ideas and working collaboratively with colleagues who are committed to making a positive difference. Ruth values the opportunity to learn from others’ experiences and perspectives, and she is proud to play a part in supporting Blake Morgan’s ongoing commitment to equality, diversity and inclusion for both its people and the communities it serves.
Rebecca Donnelly | HR Business Partner | Gender Group member
Rebecca is an HR Business Partner at Blake Morgan. Having started her career with the firm as an apprentice. her journey reflects Blake Morgan’s commitment to creating opportunities for people to grow, develop and build long-term careers.
In her role, Rebecca works closely with colleagues and leaders across the firm, providing strategic and practical people support while helping to foster a positive, inclusive and high-performing workplace culture. Alongside her HR responsibilities, she is an active member of the firm’s Gender Workstream.
Rebecca is passionate about advancing gender equality and ensuring that everyone has the opportunity to succeed, regardless of their gender or background. She is committed to promoting inclusive practices, encouraging open conversations and helping to remove barriers that may impact career progression and wellbeing.
As part of her work within the Gender Workstream, Rebecca has supported the creation of resources for colleagues on topics including menopause and domestic abuse. She also contributes to the analysis of gender-related people data, using insights to inform initiatives and measure progress against the strategy. Rebecca is proud to support Blake Morgan’s commitment to creating a workplace where all colleagues feel valued, supported and empowered to thrive.
Dov Katz | Partner | Gender Group member
Dov is a Partner within Blake Morgan’s Corporate team, the head of the firm’s sports law practice and an active member of the Equality, Diversity, and Inclusion (EDI) Committee. Alongside advising corporate founders and elite international athletes and sportspersons, he acts as a dedicated mentor across industries. He uses his committee position to champion social mobility and drive inclusive recruitment practices within the firm.
Dov aims to empower the next generation of talent by breaking down structural barriers to entry across multiple sectors. His goal is to provide young professionals – both within the legal industry and throughout outside business and sporting professions – with the strategic guidance needed to navigate complex careers. He works to open doors that have traditionally been closed to underrepresented groups.
For Dov, success is achieved when a young person from an underrepresented background secures a seat at the table and thrives long-term. This looks like a legal trainee successfully qualifying into a department of his or her choice in the firm, a young athlete securing fair representation or an aspiring entrepreneur launching their first venture. By leveraging his outstanding interpersonal skills and extensive cross-border networks, Dov provides the continuous, real-world sponsorship that turns diverse potential into industry leadership.
Partnerships and resources
Women in Law Pledge – demonstrating our commitment to improving gender balance in senior roles and driving positive change across the legal profession.
Visit the Women in Law Pledge website here.
Wellbeing of Women – supporting awareness and education around women’s health, including initiatives relating to menopause and reproductive health.
Visit the Wellbeing of Women website here.
Kangaroo Coaching – supporting our parental leave and return to work programmes, helping colleagues and managers navigate key career and life transitions.
Visit the Kangaroo Coaching website here.
Over the Bloody Moon – supporting our work to raise awareness of menstrual health and menopause in the workplace, including exploring accreditation opportunities and embedding inclusive, informed approaches to women’s health within our wellbeing strategy.
Visit the Over the Bloody Moon website here.
Employers’ Initiative on Domestic Abuse (EIDA) – supporting our commitment to creating a safe and supportive workplace for colleagues affected by domestic abuse, including access to resources, guidance and best practice through the EIDA Employer’s Toolkit and Charter.
Visit the EIDA website here.
