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Pay gap reporting - UK

In our fourth Pay Gap Report, we have again expanded on what we report to include high level figures on disability, alongside our data on ethnicity, sexual orientation and gender.

The broad trend across this year’s data is that our gender pay gaps are moving in the right direction – the mean and median pay gaps for London employees (the figures required by Government regulations) have both fallen again this year – and the longer-term trend is also positive. Our combined ethnicity pay gap for all partners and employees in the UK has also fallen this year.

Addressing pay gaps

In most areas, the year on year changes are small, which is what we would expect. Where consistent and pronounced pay gaps do exist – whether with gender, race, sexual orientation or disability – the most effective way to remove them is to achieve greater diversity at the senior levels of our firm. This year, we have again published key points from our action plans to achieve this.

In some areas, this means staying focused on the programmes of work that have been underway for a number of years and which we can see are producing results: for example, we have moved up 119 places in the Stonewall rankings of LGBTQ+ inclusion since 2017; and saw women make up 45% of new partner promotions in 2020 – 50% in the UK.

For race and ethnicity, we launched a strategy and new set of targets this year, alongside publishing our ‘stay gap’ figures to highlight the need for action on retention and progression, as well as publishing our ethnicity pay gap figures every year since 2018.

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Diversity and inclusion at Allen & Overy

Previous reports