Responsible & ethical business practices
Code of conduct
In 2024, we introduced our first global Code of Conduct.
The Code reiterates the global standards of conduct expected throughout Bird & Bird, which are underpinned by our comprehensive policies. These standards guide our actions to promote ethical behaviour and encourage fair dealing in everything we do.
We have adopted this Code to assist people in identifying and addressing ethical issues, ensuring a clear and consistent approach across the diverse jurisdictions and cultures in which we operate. This Code also serves as a testament to our stakeholders of our unwavering commitment to being a responsible business and is further supported by our Ethics & Compliance Policy.
Supplier Code of Conduct
We are committed to working with suppliers who share our values and uphold the highest standards of ethical business practices.
Our Supplier Code of Conduct sets out our expectations for all suppliers, including their personnel, authorised representatives, and subcontractors, in terms of the goods and services provided to us.
We seek to collaborate with partners who demonstrate integrity, transparency, and a commitment to ethical behaviour in all their operations. By adhering to these principles, our suppliers help us maintain our dedication to responsible business practices and ensure that our supply chain reflects our core values.
Compliance with laws
We are committed to operating in full compliance with all applicable local laws and regulations across the jurisdictions in which we conduct business.
This commitment is further reinforced by oversight from our regulator, the Solicitors Regulation Authority (SRA), which supports and monitors our adherence to these standards. Through this framework, we ensure that our operations remain lawful, ethical, and aligned with the expectations of our stakeholders and communities.
Remediating negative impacts
We proactively identify, assess, and remediate potential and actual negative impacts through our robust risk management framework, comprehensive operational review, and strong governance structures.
These mechanisms enable us to monitor emerging risks, implement timely corrective actions, and continuously improve our practices.
Our approach is underpinned by a culture of accountability and transparency, ensuring that lessons learned are embedded across the firm. We also engage with stakeholders to understand concerns and expectations, which further informs our mitigation strategies and strengthens our long-term resilience.
Fair appointment
We are committed to fair and transparent appointment practices, ensuring that all employees are selected, developed, and managed solely on the basis of merit.
Our recruitment and progression processes are designed to be inclusive, objective, and free from bias, enabling us to attract and retain talent based on skills, experience, and potential. This approach supports a diverse and high-performing workforce, aligned with our values and long-term business goals.
Renumeration
We are committed to fair and equal appraisal processes that recognise individual performance and contribution across all levels of the firm.
Remuneration is reviewed annually and may include promotions, secondments, pay increases, and performance-based bonuses. These decisions are guided by transparent criteria and are designed to reward excellence, support career development, and ensure equity across roles and teams. Our approach fosters a culture of recognition, motivation, and continuous improvement, aligned with our values and strategic objectives.
Agile and flexible working
We embrace agile and flexible working practices to support the diverse needs of our people and promote a healthy work-life balance.
Reasonable adjustments are provided when needed to ensure that all colleagues can thrive, regardless of their personal circumstances. This approach is supported by clear policies and enabled by modern technology, allowing our teams to collaborate effectively, whether working remotely, in hybrid arrangements, or on-site. Our commitment to flexibility reflects our approach of inclusion, wellbeing, and performance management.
Eliminating discrimination
We are committed to providing equal treatment, fairness, and respect for all people, whether temporary, part-time, or full-time.
Our goal is to create a safe, inclusive, and respectful work environment where all staff can work safely and effectively, achieve their potential, and contribute to the success of our firm.
It is our policy to ensure a workplace that is free of unlawful harassment, intimidation, and discrimination. We have a zero-tolerance to bullying and harassment, and we have robust measures in place to address and prevent such behaviour, ensuring that everyone feels valued and respected. All our people must act in accordance with our Discrimination, Harassment and Bullying Policy.
Preventing labour and human trafficking
We are fully committed to complying with the UK Modern Slavery Act 2015 and take our responsibilities in this area very seriously.
We conduct an annual assessment on modern slavery to ensure that our operations and supply chain remain free from such practices which is reinforced by our Anti-slavery & Human Trafficking policy. Raising awareness about modern slavery is important to us, both internally among our people and externally with our suppliers.
We strive to understand the impacts of modern slavery at a local level and take proactive measures to address any potential risks. To the best of our knowledge, we are not aware of any instances of modern slavery within our operations or supply chain, nor have any such instances been reported. We continue to monitor and review our practices to uphold the highest standards of ethical conduct.
Conflicts of interest
Identifying and managing conflicts of interest is fundamental to maintaining the trust of our clients and upholding the integrity of our firm.
We apply a rigorous approach that includes both legal and commercial conflict analysis to ensure that we can act in the best interests of our clients while safeguarding our professional responsibilities. This dual-layered assessment enables us to identify potential conflicts early and implement appropriate safeguards where necessary. Our processes are designed to be robust, consistent, and responsive to the complexities of cross-border and multi-practice work, ensuring that we maintain the highest standards of ethical conduct across all engagements.
Collective bargaining
We foster a culture of mutual respect and engagement, ensuring every voice is heard without relying on formal collective agreements.
While we respect the right to freedom of association and the right to collective bargaining as outlined in international human rights standards, including the UN Global Compact and the ILO Core Conventions, our firm does not operate with formal collective bargaining agreements across our global operations. Instead, we are committed to fostering open and transparent communication between employees and management, supported by robust internal policies, employee engagement mechanisms, and a strong culture of mutual respect and inclusion.
Communication
We encourage transparent and effective communication through a variety of channels.
Our CEO leads regular townhalls to update the entire firm on strategic and operational aspects, ensuring everyone is aligned with our goals and progress, providing a platform for both the whole firm and the partnership to offer feedback to leadership.
Our intranet serves as a hub for everyday updates, accessible to all, keeping everyone informed and connected. Additionally, we utilise other communication channels, including our internal newsletters and social channels to share important news and insights across the firm.
Speak up
Respect is part of our DNA. We support our people, are generous with our time, are happy to help each other, and always take steps to be inclusive.
This respectful culture is what makes us special, and something we want to protect.
Therefore, if people are behaving in ways that are unacceptable, we need to be empowered to call it out, address it, and ensure it does not continue. We have several global policies and frameworks that outline our expectations when it comes to behaviour, and explain the range of support available to escalate, address, and resolve any challenges.
Our Whistleblowing Policy provides a confidential way for people to raise concerns about suspected wrongdoing and/or illegal acts. This includes reporting inappropriate behaviour, as well as breaches of law, professional codes and our Code of Conduct, free from any retaliation for anyone who raises a concern.
Operational Review
Since its inception in 2013, our Operational Review programme has focused on operational risk and forms a crucial part of our broader governance framework.
The primary objective is to scrutinise the firm's operational activities, assessing them against established controls to ensure that our core policies and processes are functioning effectively across the business. This rigorous evaluation enables us to meet our regulatory requirements across various domains.
The Operational Review programme operates on a biennial cycle. Each review begins with a comprehensive self-assessment, followed by an onsite visit to validate the findings. The results of these reviews are reported back to senior leadership, who take the necessary actions to address any identified issues and enhance our operational resilience.
Policies
We have a comprehensive range of policies designed to support our business operations, ensuring we remain compliant, ethical, and fair.
Each policy clearly outlines its importance; the effective controls required to govern it and provides clear routes for escalation where applicable. Every policy has a designated owner responsible for its implementation and oversight. These policies are reviewed frequently, as detailed within each document, to ensure they remain current and effective.
Many of the policies that support our responsible business strategy are outlined within the appropriate sections of this report.