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 67% female and 33% male. 38% of our senior leaders are women. We currently have 63 partners in total, including our consulting partners. 68% of our partners are men and 32% are women. We have made strong improvements which reflect our commitment to having a diverse partnership. 

Twice as many women as men choose to work at our firm (186 women to 93 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 (74% 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.  

Our 2026 analysis shows a slight decrease in our headline gender pay gap, reflecting recent partner appointments. This has also resulted in particularly strong improvements across the lower, middle and upper-middle partnership quartiles, where the gender split is now more balanced.

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.