We are pleased to see that in the last review period, we have reduced our mean gender pay gap by more than half. All other percentages have also improved and we are very happy with the progress we are making to increase gender diversity, especially at the more senior levels.
Although the quartiles have seen a positive shift during this period, we remain committed to equalising the representation at each level and this is something which will be kept under constant review.
Interestingly, in this review period proportionally more women received a bonus than men which is a first for HW Fisher LLP.
We have continued to implement our hybrid working policy to aid flexibility to all staff and continue to review our other policies and practices to ensure they are fair. Our continued hope is that our practices and policies will encourage people to reach their potential and strive for career progression to more senior levels.
The gender pay gap reporting process will help maintain our focus on the issues in hand.
HW Fisher LLP owns one legal entity with at least 250 employees, HW Fisher Service Limited. Under the Gender Pay Regulations we are required to report our gender pay gap for this entity.
The figures shown in this report have been calculated using the standard methodologies used in the Regulations.
The information shows the statutory disclosure for HW Fisher Service Limited at 30 April 2022. It is based on the hourly rates of pay as of that date and bonuses paid in the year to 30 April 2022.
Our analysis of our gender pay gap shows that it arises not from paying men more than women, but rather from the gender balance i.e. fewer women hold senior positions than men.
In this review period the gender split has swapped and there are now 51.69% men versus 48.31% women, which is still quite close to an even split. However, in the same period the percentage of women in the most senior positions increased by 5% to 48.44% which highlights the work that is being carried out to progress women’s careers and is something we look forward to building on.
We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work but reflects the roles in which men and women work and the salaries that these roles attract.