Gender Pay

At HW Fisher LLP we are working hard to create an inclusive and diverse working environment for all employees.

We are pleased to confirm that for the period 2021 for the first time in our history we have more females than males in our employment.

In addition, during this period we promoted almost twice as many women as men and also appointed two more female partners which were the result of internal promotion.

We recognise that there is still more to be done to equalise the representation at each of the pay quartiles, especially at the senior levels.

Whilst our figures have improved overall in the period we acknowledge that addressing the 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 implemented a new hybrid working policy which aids flexibility and we hope that this will continue to attractmore females to senior roles within the firm (and encourage females to stay on and progress to higher positions).

We continue to address gaps and to make sure our policies and practices 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 will help maintain our focus on the issues in hand.

Statutory Disclosures

HW Fisher LLP 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 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 2021. It is based on the hourly rates of pay as of that date and bonuses paid in the year to 30 April 2021.

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. fewer women hold senior positions within the firm than men.

In this review period women made up 51.25% of the overall workforce and 43.86% of our senior people (attracting higher levels of remuneration) were female. This is a marked improvement on previous years and a positive trend that we are keen to build 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 within the organisation and the salaries that these roles attract.

 

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