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Gender Pay

HW Fisher has always been committed to equality in the workplace. We take pride in ensuring men and women of the same grade are treated equally.

While we are pleased to confirm that we have approximately equal representation of men and women within the firm, we recognise there is more to be done to equalise the representation at each of the pay quartiles, especially at the more senior levels.

We continue to address gaps and to make sure our policies and practices are fair.

We note that our figures have remained relatively static but we acknowledge that addressing gaps is a long-term goal and may take some time to achieve, especially at the more senior level. During the last year we have maintained our policies across the firm which will hopefully attract more females to senior roles within the firm (and encourage females to stay on and progress to higher positions). We hope 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 will help maintain our focus on the issues in hand.

Statutory Disclosures

HW Fisher owns one legal entity with at least 250 employees, HW Fisher Service Limited. Under the new regulations we are required to report our gender pay gap for this entity.

The figures shown disclosed 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 2020. It is based on the hourly rates of pay as of that date and bonuses paid in the year to 30 April 2020.

Understanding the Gap

Our analysis of our gender pay gap shows that it arises not from paying men more than women, but rather from the gender balance within the firm i.e. that fewer women hold senior positions within the firm than men.

Whilst women made up 49.82% of our overall workforce in April 2020, only 34.85 % of our senior staff (attracting higher levels of remuneration) were female.

When we adjust for this imbalance our pay gap falls to 5.79%.

Similarly, the higher proportion of men in senior roles that attract a larger bonus is reflected in the gender bonus gap. Adjusting for this factor reduces the gap to 5.07%.

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 within the organisation and the salaries that these roles attract.

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