Pinsent Masons publishes its 2021 pay gap report

31 Mar 2022 | 05:00 pm | 2 min. read

Now in its sixth year, the gender pay gap regime, helps to support businesses as they take steps to analyse and understand potential inequalities. Pay gap data forms part of a wider suite of metrics and activity which help businesses understand where changes need to be made in order to drive forward diversity and inclusion.

A foreword from Richard Foley:

Demonstrating a commitment to social justice, inclusion and equality has become a strategic priority for multinational businesses. Where societal change was once far removed from a Board priority, today business leaders recognise the role their organisation plays in advancing diversity and inclusion and making business work better for people and communities.

Now in its sixth year, the gender pay gap regime, helps to support businesses as they take steps to analyse and understand potential inequalities. Pay gap data forms part of a wider suite of metrics and activity which help businesses understand where changes need to be made in order to drive forward diversity and inclusion. At Pinsent Masons this analysis and scrutiny combined with our continual focus on D&I helps us strengthen our approach when tackling disparities and barriers to progress which may persist across the business, and indeed the legal profession at large.

This year we’ve published our gender, race, disability and LGB data following a year of progress for our D&I programme. While the data illustrates that our work to improve D&I across our business is far from done, we are heartened by our progress in advancing efforts to ensure everyone can bring their whole selves to work.

Last year we kickstarted our disability network strategy committing to a range of initiatives to support our neurodiverse colleagues and to promote inclusion of Down's Syndrome employees in the workplace. In September we unveiled our minority ethnic workforce targets as we ramp up our work in addressing barriers to progression. Furthermore, we launched our Social Mobility Champions Network and our Inclusion Allies Network to provide a platform of collaboration across all of our D&I network groups to raise awareness, connect people and engage with more people across the business.

There’s no quick and easy answer to equality and inclusion. But you must be committed to seeking out progress and affecting change to be a part of the solution. As a purpose-led business we believe we have a responsibility to play our role, collaborate with our peers and clients and be bold in consistently seeking change for our people and communities.

Pay gap explained:

The median shows the difference between the middle earning male and the middle earning female when earnings are ranked in numerical order. The mean is the difference between the 'average' earnings for males and the 'average' earnings for females and will be more influenced by outlying salaries (eg. very high or very low earners).

Pay gap reporting is distinct from equal pay. It does not relate to what men and women are paid for performing the same, similar roles or roles of equal value. We have robust systems in place which safeguard equal pay via regular monitoring. The pay gap reporting regime incorporates data from our workforce across England and Scotland.

Breakdown of workforce

Combined employee and partner gender pay gap

Ethnicity pay gap

LGB pay gap

Disability pay gap

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