2023 Pay Gap Report


The pay gap regime applies to all UK businesses which employ more than 250 people. Our annual report outlines data relating to our UK workforce analysing pay gap data from a gender, ethnicity, sexual orientation and disability perspective.

A foreword from Andrew Masraf:

As we publish our 7th annual pay gap report its clear that businesses have worked hard to improve representation since the gender pay gap regime was introduced in 2017. Progress towards gender parity and advancement in broadening access to law has gathered pace, but we cannot become complacent and we must remain committed to applying innovative and creative solutions to shift the dial.

As I reflect on the ongoing cost of living crisis and socioeconomic challenges in the UK, it’s clear to me that decisive and coherent diversity, equity, inclusion, and social mobility measures are vital. Now more than ever businesses have a responsibility to engage with their employees, clients and communities across the jurisdictions in which they operate to support innovative and creative solutions to improve representation by removing barriers to entry and progression.

Once seen as an adjunct to the day-to-day business of law through responsible business programmes, improving representation has become an imperative and a fundamental business issue. Put simply, it’s vital for continued development and growth. It’s clear that attracting, nurturing and retaining talent from a far broader, more diverse workforce benefits any business. 

The diversity of thought and lived experience that genuine inclusion brings, helps every business to be more rounded and creative in terms of day-to-day activities and in achieving their strategic goals. We all have a part to play in effecting meaningful change – both as a business and as individuals.

The pay gap regime is one tool that helps us analyse our business and identify where we have progressed and, more importantly, where gains need to be made.

Our 2023 report examines our gender, disability, ethnicity and sexual orientation pay gaps alongside our social mobility pay gap – the first time this metric has been included.

At Pinsent Masons we continue to work hard to broaden access to law. By way of example:

  • We are improving representation by engaging with clients to provide mentoring, career support and schools partnership programmes for students growing up in disadvantaged areas.
  • We have launched a buddy scheme for those returning to work after a period of extended leave giving parents returning to work after family leave access to support from colleagues who have first hand experience as a working parent.
  • We have collaborated with a number of social mobility charities including Upskill Me which widens access to professional services careers via student-led industry societies enabling year 12 pupils from disadvantaged areas to gain career coaching from our people. We are engaging with 10,000 Black Interns to help shift the dial for representation of Black lawyers in the profession.

As we engage with our people, clients and communities to maintain our focus on broadening access to law and our business communities, it’s heartening to see how we can shift the dial when we combine a creative and proactive strategy for inclusion with a clear intention to make meaningful change. By way of example, we’ve exceeded our 8% target for Black trainees in our 2025 intake achieving 12.5% signalling progress against our race and ethnicity targets.

While we have made progress, we know we must maintain focus and momentum to truly effect positive change by committing to encouraging, engaging and supporting people from diverse backgrounds into law and our business communities.

Andrew Masraf


Read the 2023 report here.


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