At DavidsonMorris, we are committed to promoting diversity and equality as integral part of our culture.

Fundamentally, our people define DavidsonMorris’ personality. We are a ‘people business’ but this means more to us than the cliché; it is a tangible cornerstone of the firm’s culture. Our diverse backgrounds, experience and personalities contribute to a highly stimulating and challenging team environment.

We aim to create an environment that allows all to achieve their full potential. We believe that the achievement of excellence can only be attained through recognising the value of every individual.

The diversity of our employees, clients and suppliers helps us to recruit and retain talent, drive better business performance and, most importantly, enrich the lives of individuals.

At every level we are determined that people should feel valued for who they are and be treated with respect and dignity. Our values of respect, integrity, teamwork, can-do attitude and our passion to excel underpin our approach to all that we do, inspiring us to be a diverse and inclusive business.

We will not tolerate any form of bullying or discrimination. We are committed to equality of opportunity in all aspects of employment. Our policy is to provide equal opportunities in recruitment, training and promotion whatever the race, religion, ethnic origin, nationality, age, gender, marital status, sexual orientation, gender reassignment (transsexuals or those undergoing or about to undergo reassignment) or disability of an employee, considering only the individual’s aptitudes and abilities and the requirements of the job.

To ensure that the principles are adhered to, DavidsonMorris complies with relevant employment legislation and maintains a high standard of recruitment practice at all times.

It is our policy as an employer to comply with all statutory obligations, specifically the following:

  • Equal Opportunities Pay Acts 1970 and 1975
  • Sex Discrimination Act 1975
  • Race Relations Act 1976 (and also the statutory obligations under the Race Relations Amendment Act 2000 and the Race Relations Act (Amendment) Regulations 2003
  • Disability Discrimination Act 1995
  • Sex Discrimination (Gender Reassignment) Regulations 1999
  • Employment Act 2002
  • Race Relations Act (Amendment) Regulations 2003
  • Employment Equality (Religion or Belief) Regulations 2003
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Age) Regulations 2006
  • Equality Act 2006
  • Rehabilitation of Offenders Act 1974
  • Health and Safety at Work Act 1974


DavidsonMorris is committed to ensuring the recruitment, selection and retention of appropriately qualified and experienced staff is accomplished in an efficient and effective way. This will be achieved by both recruiting individuals from outside DavidsonMorris and developing existing employees to enable them to fulfil their potential and develop the capability of DavidsonMorris.

DavidsonMorris will seek to ensure that external service providers maintain the same.

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