News
Freshfields publishes UK pay gap data on gender, ethnicity, disability, and sexual orientation
Freshfields Bruckhaus Deringer (‘Freshfields’) has today published its 2021 UK pay gap report, which includes data on the firm’s gender, ethnicity, disability and sexual orientation pay gaps.
Freshfields has published its gender pay gap since 2017, and on a voluntary basis, its ethnicity pay gap since 2018. This year for the second time it has included data on its disability and sexual orientation pay gaps, as part of its wider ongoing commitment to improving diversity and inclusion in the firm across all dimensions.
Freshfields’ mean overall gender pay gap for 2021 decreased to 52.1% (from 54.5% in 2020) and the median overall gender pay gap decreased to 12.5% (16.8% in 2020). The mean gender pay gap for employees is less than 1%.
The overall ethnicity pay gap decreased compared to 2020, with a mean pay gap of 50.5% and a median pay gap of 7.3%. In March 2021, the firm announced a new target to double the number of Black associates in the firm by 2026, as part of its new five-year global diversity and inclusion commitments and targets.
With this being the second year that the firm has reported the disability pay gaps for its employees and partners, 5% of the UK self-identified as disabled, with a mean pay gap of 52.5% and a median pay gap of -12.7% for this group. On sexual orientation pay gap figures, 6% of the UK firm identified as LGBTQ+, with a mean pay gap of 33.4% and a median pay gap of 10.4%.
Claire Wills, London Managing Partner, commented: “We are pleased to see continued improvements in reducing pay gaps, yet there is still much progress to be made. We are building a focus on measurable change and our targets include shining a light on leadership and representation at different levels. This will aim to ensure a more balanced representation across seniority levels at the firm, which will in turn have a positive impact on pay gaps. We also recognise the significance of creating a culture where everyone feels they can belong, and there’s a sense of purpose and values.”
In addition to the recent launch of the five-year commitments and targets, Freshfields runs several initiatives to broaden inclusion at the firm, including: its Global Sponsorship Programme for aspiring women leaders and Future Leaders Programme for Black and ethnically diverse colleagues; the appointment of strategic leads who support the delivery of our race and ethnicity strategy within their teams; +10 employee-led networks in the UK, such as the HALO, for LGBTQ+ colleagues, and the Freshfields Enabled Network, which focuses on disability inclusion; and the expansion of the firm’s reverse mentoring programme, which pairs junior colleagues from under-represented backgrounds with senior colleagues.
Notes
As there is currently no guidance on how to publish ethnicity, disability, and LGBTQ+ data, the same criteria for gender pay gap reporting have been used.
ENDS
About Freshfields Bruckhaus Deringer
Freshfields Bruckhaus Deringer LLP is a global law firm with a long-standing track record of successfully supporting the world's leading national and multinational corporations, financial institutions, and governments on ground-breaking and business-critical mandates. Our 2,800 plus lawyers deliver results worldwide through our own offices and alongside leading local firms. Our commitment, local and multi-national expertise and business know-how means our clients rely on us when it matters most.