You can find our 2018 Gender Pay Gap report in the link on the right-hand side of this page. Below, Senior Partner, Peter Hubbard introduces the report.

"We strive to recruit and retain a diverse group of people with one thing in common: a passion for working to improve lives, communities and society. As a result, gender equality has always been an important issue for us and we have a strong track record. Significantly above the industry average, 40% of our partners are women and we have numerous examples of flexible working arrangements in place to enable our people to work in a manner which enables them to follow their vocation, whilst balancing other responsibilities.

Gender pay gap reporting is something we have embraced as an opportunity to build an even stronger culture. Although this is the first year that the firm is required to report externally, last year we reported internally for our own transparency and learning. This year, we have included partner data and I am pleased those figures illustrate equality within the partnership.

However, our overall pay gap figures show us there is much more we need to do. We have already acted in numerous ways including writing a new Equality, Diversity and Inclusion Strategy. We want to increase transparency and to create a greater balance of representation of men and women at all levels across the firm. This report summarises what we have been doing to address the gap and our future plans." 

Download a copy of the report.

Young people excluded?
Young people excluded?

Behind the Wellbeing of Future Generations Act, there is an implicit admission: we haven’t been taking sufficient account of the interests of future generations.

Brexit is not frustrating!
Brexit is not frustrating!

“Frustration” enables a party to get out of a contract where new circumstances make performance of that contract impossible or illegal.