Ashurst has refreshed its gender diversity targets, aiming for women to make up 33% of its global partnership by 2022 – a significant increase on the 25% target set in 2014.

The Anglo-Australian firm also wants to see women hold 30% of its legal management and leadership roles (currently 23%) and half of all senior business services roles, which currently stands at a third (33%).

Ashurst managing partner Paul Jenkins said: "We remain very conscious of how much more needs to be done. Identifying, supporting and developing the pipeline of all female leaders is vital for our business, and setting our new diversity and inclusion targets reflects our confidence in the power of aspirational targets to further improve gender balance at the firm."

The firm has in recent years stepped up its efforts to ensure a better gender balance across the top posts, with 30% of its board now made up of women.

Earlier this year, the firm made up 14 female lawyers as part of an enlarged promotions round of 24 globally, with women making up 58% of the group – far exceeding its 2014 target to have women make up 40% of new partner promotions.

Firms have been under pressure to improve working conditions for women lately, with some attempting to improve female representation in their senior lawyer ranks through a range of initiatives.

Allen & Overy has made a number of pushes recently, including expanding its reverse mentoring scheme and a pilot launch of a remote working hub in Vauxhall, as part of a renewed push to boost gender diversity at the firm.

Earlier this month, Addleshaw Goddard and Linklaters published details of their parental leave and pay policies on their websites for the first time, in support of a campaign to help tackle discrimination against new parents and pregnant women in workplaces.