Equality and diversity is about more than a policy. It is about living and breathing our values and ensuring that our commitment to equality, diversity, inclusion and social mobility is at the heart of the way we work, the employers we are and the services we buy.
It is central to our values that our teams reflect the diverse community around us and that everyone at Sharpe Pritchard can be themselves and bring their authentic selves to work. We know that ensuring diversity and inclusion is not just the right thing to do, it yields a wider range of skills, broader experience and perspectives which in turn leads to more innovation, problem solving, strategic development and higher engagement.
We are proud that the firm has a long history of gender equality at every level in the firm and that we buck the trend within professional services in having achieved gender balance in partnership for a number of years but we want to do even better. Achieving true equality, diversity and inclusion is a core aim at Sharpe Pritchard and we very much welcome applications from all sections of our diverse community, irrespective of race or racial group, sex, sexual orientation, sexual identity, religion or belief, age or disability.
We have a number of initiatives to help
improve this approach, including:
4 with a disability
as defined by the Equalities Act 2010
8 limited a little
1 limited a lot
55 no limitations
*These results are based on the Workforce Data made to the SRA in 2021, not all staff responded
Gender Pay Gap
What is the Gender Pay Gap?
A gender pay gap is a measure of the difference in the average pay of men and women across an entire organisation, regardless of the nature or level of their work. It highlights the different number of men and women across all roles. It is different from an equal pay comparison, which involves a direct comparison of two people or groups of people carrying out the same work or work of equal value.
What is the difference between mean and median figures?
Median pay gap:
The difference between midpoints in the ranges of hourly earnings of men and women. It takes all salaries and orders them from lowest to highest and picks the middle salary.
Mean pay gap:
The other measure is the mean gender pay gap, which shows the difference in average hourly rate of pay between men and women. This is also affected by the different numbers of men and women in different roles.
*The average median gender pay gap for the 25 largest UK firms (by revenue) is 20% (7 August 2018)