Making a difference: How we are enhancing diversity and inclusion

In the final blog of our series about the firm’s ESG framework, we talk to the leaders of the Diversity & Inclusion (D&I) cornerstone group – Ellen Little, Susie Dow and Madeleine Andrews.

What does the Diversity & Inclusion Cornerstone Group hope to achieve for Dow Schofield Watts?

It aims to create a diverse and inclusive environment for our people, recognising the benefits a broad range of perspectives can bring to the progression and success of the business.

Why did you decide to join the group?

Ellen: D&I is a cause I deeply care about. Early in my career at EY as an Assistant Director, I noticed that white males overwhelmingly dominated the sector. Coming from a background where social mobility was crucial – I attended a local comprehensive school and was strongly encouraged by my parents to pursue higher education – I’ve always felt compelled to support and empower my female colleagues.

Reflecting on my journey, I’m grateful for the opportunities and support I had to progress in my career. My husband, also an accountant, jokes that we “don’t breed outside the species”, but in reality, I recognise how important it is for everyone to have similar chances. It’s disheartening to think that such opportunities might not be as accessible now. Every child should have the same opportunities – it’s all about choice and levelling the playing field for future generations. That’s why I’m committed to this group: to help create a fairer, more inclusive environment for everyone.

Susie: I am passionate about supporting women in the finance sector, which has historically been male-dominated. The current statistics regarding women in finance-based roles are disheartening. I’ve always been dedicated to encouraging women to thrive in their careers rather than feel they must step back or drop out entirely when they choose to have children.

Gender is just one aspect, but we must continue to examine our progress regularly to ensure we are creating a workplace that is truly accessible and inclusive for everyone. I aim to help build an environment where all individuals feel empowered to reach their full potential.

Madeleine: Coming from a privileged background, I recognise the opportunities I’ve had that others may not. Furthering inclusivity and diversity is so important to me to actively contribute to positive change and help create opportunities for everyone.

After sixth form, I attended university, believing it to be the ‘done thing’. However, I soon realised that wasn’t the right path for me. Instead, I chose an apprenticeship at DSW, which has enabled me to continue my education, gain hands-on experience and earn a salary while training on the job. It also allows me to explore more specialised areas from the outset rather than the traditional audit route and cemented my belief in promoting alternative pathways into professional services.

What are you most proud of about DSW’s D&I journey so far?

Ellen: I’m proud of the culture we’ve cultivated at DSW, particularly around flexible working. In my 20s, I saw many women leaving work early to balance family and career, which often came with a stigma. I’ve always believed in breaking down those outdated ideas. Today, work should fit around people’s lives, and I’m glad to see DSW embracing this approach.

Susie: DSW’s business model genuinely promotes diversity and inclusion by offering licensees and employees flexibility, allowing them to control their hours and work location. This approach has opened senior roles to women in traditionally male-dominated fields, with 16% of our partners and 40% of our Board being women. Our commitment to diversity extends beyond gender, embracing ethnicity, sexual orientation, and disability and providing training on unconscious bias, ESG, and healthy working practices.

We also support young talent through apprenticeships, internships, and graduate programs, fostering a culture of inclusivity and engagement across our network.

To further drive engagement, we’ve implemented a quarterly D&I newsletter highlighting and celebrating important awareness days throughout the year. We also celebrated International Women’s Day with a dedicated event recognising women’s achievements and contributions.

What do you hope the next three years will bring?

Ellen: I’d like to see the faces at Dow Schofield Watts reflect a much more diverse and inclusive workforce than is typical in corporate finance, especially regarding gender and ethnicity. We must communicate our commitment to inclusivity and actively encourage diverse talent.

Susie: I’d like to see everyone at Dow Schofield Watts feel included regardless of background. Recruiting and retaining the right people is critical to our long-term success, and I want us to keep opening doors and creating opportunities through apprenticeships and graduate entry points.

Madeleine: I’d like more apprenticeship growth as a key entry point at Dow Schofield Watts. I want school leavers to know there are different routes into the corporate world beyond the traditional university path.

If you missed any of our previous cornerstone blogs, read our first story from our social and environmental committee, our empowering our people committee, or visit our dedicated ESG page for an overview.