The Company values its history and the traditions of the City of London. It also recognises that the institution must be willing to change, listen and look forward.
Our commitment
Members, prospective members and their guests should feel comfortable, valued and included, irrespective of background, sex, gender identity, marital status, sexual orientation, race, nationality, ethnic or national origin, religion or belief, age or disability.
There is no place in the Company for racism, discrimination, harassment or behaviour that excludes, intimidates or diminishes others.
The Company is committed to diversity, equality and inclusion across its membership, leadership, committees, events and public life.
How we put this into practice
Widen participation — actively seek talented people from different backgrounds and create more opportunities for them to encounter, join and contribute to the Company.
Consider representation — take the diversity of the Court, committees and other Company roles into account when planning succession and making appointments.
Design welcoming events — build a programme with different formats, settings and price points, and consider access needs from the outset.
Make communication representative — consider whose voices and experiences are visible in photography, speaking programmes, stories and social media.
Set clear standards — communicate the Conduct Protocol to members and make clear that guests are expected to respect the same values.
Provide a reporting route — ensure that people can raise concerns and understand how those concerns will be handled.
Review progress — keep this statement and the action behind it under review, and share meaningful updates with members and stakeholders.
Broadening Company life
Diversity and inclusion are influenced by more than recruitment. The experience of joining, taking part, being heard and progressing into responsibility all matter.
Recent work has included widening routes to the Freedom of the Company, developing informal events led by newer members and embedding diversity and inclusion within the work of the Industry and Membership Committee.
The aim is not to set tradition aside. It is to ensure that more people can understand it, take part in it and help shape what it becomes next.
Shared responsibility
The Court is accountable for the Company’s direction, but an inclusive culture depends on the choices made by everyone involved.
Members can help by welcoming new people, avoiding assumptions, making space for different views, considering access needs and challenging inappropriate behaviour safely. Guests and partners are asked to uphold the same spirit of respect.
If you experience or witness conduct that does not reflect these commitments, you can raise it through the Company’s reporting process.
Report a concern