Diversity and inclusion policy
At Abreu Advogados, we believe that our growth and affirmation as an innovating and enduring project need to be supported by humanistic policies, based on a culture of diversity, meritocracy and respect for well-being, in order to ensure the necessary conditions for all our people to feel appreciated and capable of reaching their full potential, for the good of all.
We acknowledge the value that diversity and multiculturalism brings to motivation, creativity and a sense of belonging and this affects the way we decide on the ideal composition for our teams.
We foster an inclusive work environment and encourage an attitude of respect and appreciation of differences, which contribute unequivocally to the ongoing growth and success of our firm.
We reject any discriminatory behaviour based on ancestry, age, gender, sexual orientation, gender identity, marital status, family life, financial status, education, origins or social condition, genetic heritage, reduced work capacity, disability, chronic disease, nationality, ethnicity or race, place of origin, language, religion, political or ideological beliefs and trade union affiliation.
In 2008, Abreu Advogados signed up to the Ten Principles of the UN Global Compact which are focused on the areas of human rights, employment practices, environmental protection and anti-corruption. It undertook a public commitment to incorporate these principles into its strategies, processes and operations and to implement specific measures to stamp out all types of discrimination and foster diversity and a culture of inclusion.
In 2022, within the context of the United Nations accelerator programme “Target Gender Equality”, we were the first law firm in Portugal to commit to the National Gender Equality Target promoted by the Global Compact Network Portugal, which challenges companies to have women in 40% of their decision-making positions by 2030.
Gender identity is one of the seventeen sustainable development goals (SDG 5) and the commitment we have undertaken derives from Target 5, which calls for equal representation, participation and leadership in organisations.
The progress indicator for the rate of female representation in executive and management positions will be monitored yearly and reported to the Global Compact Network in a two-yearly sustainability report by applying the formula below:
Abreu’s demographic aspects are monitored to assess progress in diversity and inclusion, using the following indicators, among others:
– gender distribution
– new hires by gender
– promotions by gender
– leadership positions by gender
Age or generational diversity
– distribution by age group
– % people with disabilities
– distribution by nationality
Areas of action
The diversity and inclusion policy informs the various aspects of our human resources processes and, therefore, sessions are held, measures implemented and benefits awarded with the goal of:
- encouraging diversity in recruitment and selection processes and fostering the employability of people with disabilities;
- ensuring equal opportunities in career advancement and professional development, pay, training and performance appraisals;
- protecting family life;
- fostering balance between work life and personal life;
- promoting gender equality;
- fostering an inclusive and non-discriminatory work environment.