International Women's Day: Pay gap

The Law Society of England and Wales has recently disclosed its 2023 pay gap report, showcasing a commitment to transparency by including detailed figures on gender, disability, ethnicity, sexual orientation/identity, and trans identity pay gaps.

Ian Jeffery, the Chief Executive Officer of the Law Society, stated, "Reducing pay gaps is a priority for the Law Society, and we are committed to achieving this by focusing on impactful actions." The report reflects the organisation's efforts to address inequalities and create a more diverse and inclusive environment.

Key highlights from the report include:

Gender:

• The 2023 median pay gap between male and female staff is 8.0%, favouring male staff, which is lower than the national average of 14.3%.
• Bonus distribution in 2023: 80.7% of male staff and 78.9% of female staff received bonuses.

Disability:

• The 2023 median disability pay gap is -12.0%, in favour of disabled staff, indicating an 8.5% increase.
• Bonus distribution in 2023: More than 85% of both disabled and non-disabled staff received bonuses.

Ethnicity:

• The 2023 median pay gap is 11.7% (in favour of White staff).
• Bonus distribution in 2023: 84% of staff received bonuses, irrespective of ethnicity.

Sexual Orientation/Identity and Trans Identity:

• The 2023 median pay gap for sexual orientation/identity and trans identity is 7.7%, favouring cisgender heterosexual staff, with an 11.2% increase.
• Bonus distribution in 2023: Close to 84% of both cisgender heterosexual individuals and LGBTQ+ individuals received bonuses.

CEO Ian Jeffery emphasised ongoing efforts to reduce pay gaps, acknowledging the importance of moving beyond mere statistics. The Law Society's commitment involves unpacking the root causes of pay gaps and realising a broader vision of equality, diversity, and inclusion (EDI) within the organisation.

The report underscores the Law Society's dedication to fostering a workplace where everyone can thrive, highlighting initiatives such as anonymised recruitment, flexible working policies, and mandatory inclusive recruitment training. The publication of this comprehensive data aligns with the organisation's Diversity and Inclusion Framework, reflecting a transparent and proactive approach to address and rectify disparities in the legal profession.