DWF's Combined Gender Pay Gap, which includes data for all UK employees and partners, has fallen from 48% in 2018 to 39% in 2019 in mean terms. As a median the Combined Gender Pay Gap has risen slightly from 32% to 33%. DWF's mean Bonus Gap has also fallen from 45% to 37%. The mean pay gap for employees has fallen from 23% to 22%, and for partners, it has decreased from 16% to 15%, and its mean Bonus Gap has gone from 50% to 12%.
To view all data, please see DWF's Gender Pay Gap report here >
"The slight increase in our median pay gap is a powerful reminder that the pay gap is largely the result of having more men at senior levels in higher-paid roles and a higher proportion of women relative to men in roles which fall within our lower pay quartiles. Overall, the composition of our workforce is changing, but as with most large businesses, there are fewer leadership roles and often slower turnover at senior levels. This will undoubtedly impact the speed with which our gender pay and bonus gaps reduce over time.
"Over the past few years, we have taken steps to improve our gender diversity and continue to monitor data to address the causes of our gender imbalance. Whilst we are already meeting the voluntary target of having at least 33% of women on our plc Board as set out in the Hampton-Alexander Review in respect of gender balance, our sustained focus is on increasing female representation on our Executive Board to at least 33% by 2022, an increase from 27%.
"We recognise that reducing our gender pay gap is an action that requires a maintained effort at every level of our business and at every point in the employee life cycle, from attraction & recruitment through to development, succession planning & promotion. Our focus on meaningful actions will result in a more diverse workforce supported and empowered through our inclusive culture and values.”