Gender and Diversity Pay Gap Report

In our eighth year of gender pay gap reporting. We continue to publish pay gap data for employees and our self-employed partner population, and we voluntarily report on pay gaps within the LGBTQ+, disability, and ethnic communities to demonstrate our commitment to DE&I. 

We also publish pay gap data not only for our UK-based employees but also for our international workforce.

Gender, ethnicity, and LGBTQ+ pay data are based on employee salaries as of 5 April 2024. Our data for bonus payments covers the period from 6 April 2023 to 5 April 2024.

Our report includes combined data for all UK-based employees employed by UK employing entities.

DOWNLOAD THE 2024 REPORT

In our seventh year of gender pay gap reporting we published our pay gap analysis for employees (as required), as well as for our self-employed partner population, which we voluntarily disclose as a way to demonstrate our values and hold ourselves accountable.

Whilst we continued to publish our ethnicity pay gap, we have not reported on our LGBTQ+ and disability communities this year due to a limited amount of voluntarily provided diversity data in these categories. We will, however, strive to include this data in the future and have taken steps to make the disclosure of personal diversity data quicker and easier for colleagues (where they feel comfortable doing so), including through the global rollout of our new people system.

Our gender and ethnicity pay gap data is based on employee salaries on the snapshot date of 5 April 2023. Our data for bonus payments relates to the 12 months prior to that date. 6 April 2022 –5 April 2023. 

While the gender and ethnicity pay data currently relates to the UK only, we continue to implement a global Diversity and Inclusion Strategy.

Our diversity pay gap report includes combined data for all UK based employees employed by UK employing entities.

Download the 2023 Report

In our sixth year of gender pay gap reporting and the third time we have voluntarily included details of our ethnicity pay gap. The snapshot date for our pay figures is 5 April 2022 and the bonus numbers for the 12 months prior to that date i.e. 6 April 2021 – 5 April 2022.

Whilst the gender pay data currently relates to the UK only, we continue to implement a global diversity and inclusion strategy. In light of this commitment, this year we have also reported a global gender pay gap as well as ethnicity, disability and LGBTQ+ pay gaps in the UK. 

Our ESG strategy includes stretch targets to increase the gender and ethnic diversity of our workforce and unlock the potential of women and colleagues from ethnically diverse backgrounds.

Download the 2022 Report

We continued to make progress year on year to narrow our gender and ethnicity pay gaps. Our positive course is a strong indicator that consistent application of our guiding pay principles, coupled with the evolving good practice across recruitment, succession planning and promotions is having an impact. 

Our latest Diversity & Inclusion targets signal our intent to do better to accelerate the pace of change.

We recognise that reducing our gender and ethnicity pay gaps requires a sustained effort at every level of our business, and at every point in the employee life cycle, from attraction and recruitment through to development, succession planning and promotion. We believe our sustained focus on our targets will result in a more-diverse workforce, supported and empowered by our inclusive culture and values.

Download the 2021 Report

This is our fourth year of gender pay gap reporting and the first time we have voluntarily included details of our ethnicity pay gap.

Whilst the gender pay data currently relates to UK only, (England & Scotland only regarding ethnicity pay data) we continue to implement a global Diversity & Inclusion strategy and are clear about our resolve to embed inclusive leadership at every level within our business.

It is important to acknowledge that across the DWF Group, we know we are not where we need to be in terms of female and BAME (Black, Asian & Minority Ethnic) representation at senior levels. We recognise that reducing our gender and ethnicity pay gap requires a sustained effort at every level of our business, and at every point in the employee life cycle, from attraction and recruitment through to development, succession planning and promotion.

Download the 2020 Report

We published our 2019 Gender Pay Gap Report in accordance with the guidelines set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Whilst we are working hard to speed up the pace of change in our business, there is a gender pay gap due to the fact that we have more men at senior levels in higher paid roles. We are taking targeted and sustained action where there is currently under-representation and we are making positive progress. We know that changing decades of imbalance in our business and sector is going to take time, but we are committed to addressing it.

Our latest action plan set out our immediate priorities. This sustained focus on meaningful actions will result in a more diverse workforce supported and empowered through our inclusive culture and values. 

Download the 2019 Report

Action Plan 2019

This year the report included data for all UK partners in its reporting. To aid reporting on a like-for-like basis, it also reported equivalent data for 2017.

DOWNLOAD THE 2018 Report

In October 2017 we introduced a Board-endorsed Global Diversity & Inclusion Strategy and we continue to work hard to ensure we see the benefits of this throughout our business.

DOWNLOAD THE 2017 Report