Bridging the Gender Pay Gap in Law Firms
This Special Report focuses on law firms' gender pay gaps with statistics from the top 50 law firms. The report analyses what individual law firms are doing to fix the gender pay gap, including work allocation, mentoring, maternity support, parental leave, women lawyers’ networks with analysis from HR directors and lawyers.
Table of Contents
|Table of Contents||3|
|Gender pay gap reporting – the law||7|
|Spotlight on gender pay gap data||11|
|Gender pay gap narratives||23|
|1. Treatment of partners’ pay||24|
|2. The view from the coalface||27|
|3. The union view – what employers should be doing||29|
|4. The view from the Law Society||30|
|Achieving 100% pay parity||33|
|1. Barriers to parity||33|
|2. Closing the gap||35|
|Good practice in law firms||39|
|1. The view from a regional firm||39|
|2. The view from a Magic Circle firm||42|
|3. The view from a top 20 firm||43|
|Tackling the gender pay gap – government recommendations||45|
|1. Understanding the causes||45|
|2. Policies and practices||47|
|3. Setting targets||49|
|4. “What Works” guidance||50|
|Conclusion: Has the gender pay gap exercise been worthwhile?||53|
|1. Views on the ground||53|
|2. Time for effective action||55|
|Appendix I. Gender pay gap reporting: overview||57|
|Appendix II. Gender pay gap reporting: make your calculations||63|
|About the author||71|
This is a major piece of fundamental research and analysis by one of the most experienced and able commentators in the Law. It is exceptionally well researched and written. I commend it to all who want to understand the true position in this very important field. It is truly outstanding.
Nigel Pascoe QC
Complete with relevant quotations and views and government guidance on reporting and making the appropriate calculations, this publication is an extremely useful and practical contribution to the discussion in the U.K. in particular. I have also found it to be very helpful in order to understand the current position as regards gender pay discrepancies and how far it is indeed a virtuous circle when firms address this sensitive issue by being more transparent and proactive in bridging the gap. The report clearly shows that improvement is long overdue and that the reasons or excuses relating to recruitment, less assertive females, the maternity leave and childcare or family responsibilities are now historic. Effective action can have clear potential advantages including recruitment and winning and retaining clients.
Dr Linda S Spedding
International Lawyer and Advisor
The report features terse, insightful and very readable (almost unputdownable) commentary on this vexed and always controversial subject, supported by any number of charts and statistics — also readable and revealing — with the focus on comprehensive statistics from the top fifty (mainly UK) law firms.
Phillip Taylor MBE
Richmond Green Chambers
Freelance journalist and editor
Stephanie Hawthorne has been a full-time freelance journalist since April 2017, after editing Pensions World magazine for 28 years. Her other editorships included Counsel (the journal of the Bar of England and Wales) and its offspring, Money Matters, from 1997 to November 2007; and Charity World. An honours law graduate of King’s College London and winner of numerous prizes for financial journalism, Ms Hawthorne started her financial career in 1980 as a researcher/ marketing specialist for a national independent financial adviser and subsequently a leading life office, and then moved on to Insurance Age, Planned Savings and Financial Times’ Money Management. An occasional broadcaster on BBC, Sky and Channel 5, as well as on radio, she has contributed articles to the Financial Times, the Mail on Sunday, The Times, The Sunday Times, The Sunday Telegraph and The Observer, as well as numerous magazines on property, personal finance, the law and human resources.