Pride Month 2026: what it means at Russell-Cooke

Across a programme of activity - from thought leadership and storytelling though to industry wide engagement - a consistent theme has emerged: the importance of visibility, authenticity and inclusion. Collectively shaping both individual experiences and the culture of the firm as a whole.

A defining moment this month was managing partner James Carroll’s feature in Legal Business, where he shared his experience of being an openly gay leader in the legal profession.

In the article, James speaks powerfully about the role of visibility in driving change, not only in terms of representation, but in demonstrating that the profession is evolving. By being open about who we are, leaders can help to break down long-standing assumptions about what success in law looks like and who it is open to.

He also reflects on the firm’s culture, describing Russell-Cooke as one that has developed as “culturally liberal and inclusive” over many decades, rather than something shaped by short-term trends. This long-standing commitment to equality and access to justice continues to underpin our approach to diversity and inclusion today.

Importantly, James highlights that visibility has a tangible impact (particularly for those earlier in their careers) by showing that progression is possible regardless of background or identity. That sense of openness helps to create a workplace where people feel confident being themselves and supported to succeed.

Building on this theme, our Pride video series has provided a platform for colleagues across the firm to share what Pride means to them in their own words.

In her video, trainee Maeve Wright Storey reflects on the importance of visibility and inclusion, and the role they play in creating a workplace where people feel comfortable and supported.

Partner Gareth Ledsham speaks about the value of authenticity, highlighting how being able to be himself at work, without self-editing, contributes to a more open and inclusive culture. Tax advisor Roger Longaron explores how inclusive environments benefit not only individuals, but the wider firm, reinforcing the link between belonging and collective success.

Taken together, these perspectives demonstrate how visibility and authenticity are experienced day-to-day across different roles, career stages and the lived experience within the firm.

Click here to view Roger's and Maeve's videos. 

Our Pride activity this year has also extended beyond the firm.

We were proud to co-sponsor the 2026 Pride in the Law event at Gray’s Inn, an inspiring evening that brought together more than 120 members of the legal community. With contributions from leading voices and an atmosphere of openness and solidarity, the event highlighted both the progress made and the challenges that remain.

In his LinkedIn post, partner Chris Barkley reflected on the importance of these moments of connection and how they create space for conversation, visibility and shared purpose across the profession.

Our involvement reflects a broader commitment to supporting initiatives that champion inclusion not just within Russell-Cooke, but across the legal sector as a whole.

At Russell-Cooke, Pride Month is one moment within a wider, ongoing commitment to inclusion.

As James notes in his Legal Business interview, celebrating the “full diversity spectrum” is essential to building a stronger, more representative profession. This principle is reflected in both our culture and our people.

Our latest diversity data shows that around 6% of our colleagues identify as LGBTQ+, suggesting that individuals feel able to be open about their identities at work, which is an important indicator of an inclusive and supportive environment.

More broadly, our approach is grounded in the belief that diversity of thought, background and experience strengthens our firm. This is reflected in our focus on creating an inclusive and supportive environment where people feel valued, respected and able to contribute fully. Through our people strategy, we prioritise wellbeing, development and equal opportunity, ensuring that colleagues at all levels have the support they need to progress. In turn, this enables us to better support our people, our clients and the communities we serve, bringing a wider range of perspectives, experiences and insight to the work we do.

You can read more about our approach to supporting our people, and our wider Responsible Business strategy, in our 2026 report.

While Pride Month offers an important opportunity to celebrate and reflect, it also reinforces the need for continued progress.

We remain committed to creating an environment where everyone feels seen, supported and able to succeed, and where inclusion is not just expressed, but actively lived in our day-to-day culture.