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.
We have a number of initiatives to help
improve this approach, including:
We embrace flexible working and a flexi time policy for our fee earners so that whatever life looks like, our people can work as they need to.
Family friendly policies including enhanced maternity, paternity and parental pay.
A work force that reflects our community
We are a signatory to the Law Society’s Diversity and Inclusion Charter, as part of which we monitor and report on our diversity data.
All staff have mandatory annual equality and diversity training.
1 with a disability
as defined by the Equalities Act
3 limited a little
38 no limitations
*These results are based on the Workforce Data made to the SRA in 2019, 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)