We took the decision to be open about our gender pay gap figures before we were legally required to report on these statistics. We have been tracking them for the last six years and have produced them for both our staff and our partnership.

The overall gender split of the firm remains biased towards women at 62% female and 38% male. 38% of our senior leaders are women. We currently have 55 partners in total, including our consulting partners. 73% of our partners are men and 27% are women. In our lower quartile our partnership is 62% men and 38% women, reflecting the balanced male/female appointments we have made in recent years. We have made strong improvements which reflect our commitment to having a diverse partnership. 

Our 2025 analysis shows that although our headline gender pay gap has increased slightly this year, a deeper look shows a positive and inclusive workplace. The government’s gender pay gap reporting is a blunt tool that isn’t able to show the influence of important factors such as role type, seniority, and working patterns. 

Nearly twice as many women as men choose to work at our firm (183 women to 95 men). Whilst higher-paid roles like attorneys and senior business services staff have roughly equal proportions of men and women, the lower-paid administrative roles are heavily female dominated (94% female), and the effect of this is to pull down the average female hourly rate. We also have a loyal, long-serving team with over 20% of our staff having been with us for more than 10 years (our longest-serving employee has been with us for 31 years!). However, a consequence of this is that we have several long-tenured men who joined us when the profession was more male dominated. Their long experience means they are more often in higher pay quartiles, which pulls the average male hourly rate up.  

With regards to bonuses, we have invested time in recent years to revise our bonus schemes to enable larger awards based on clear, transparent criteria. However, not all employees have transitioned to a new scheme yet. A greater proportion of those remaining on older schemes are female, meaning that – currently – a smaller proportion of the women in the firm are in roles with new, larger, performance-based bonus schemes. Importantly, when pay is analysed by role, we see that men and women are paid comparably, with any differences explained by seniority and experience, not gender. We remain committed to fairness, transparency, and equal pay for equal work.