Gender Pay Gap Report - 2024
As a firm, TE is committed to creating a fair and inclusive environment for all of our people in which they can flourish. As this is our first Gender Pay Gap report, it provides the starting point and benchmark, from which we can conitue to learn and develop.
This report relates to the 12 months ending on 5th April 2024.
Our Mean and Median Gender Pay Gap
These figures are based on hourly pay of males and females within Taylor Emmet.
The mean GPG figure shows the difference between the average hourly pay of men and the average hourly pay of women. This figure is arrived at by adding together the total hourly pay rates of males and dividing by the number of males and then the same for all females.
The median GPG figure shows the difference between the middle man and middle woman in a list of hourly pay in order from lowest to highest.
Graphic 1. Our Mean and Median GPG
Graphic 2. Hourly Pay Quartiles
Gender Pay Gap Report 2023
So what does our Gender Pay Gap show us?
As a growing orgnaisation, we have invested significantly in salaries over the past 5 years ensuring our pay is reflective of median market rates and free from inequality.
The gender pay gap is a measure of the difference between the average earnings of men and women within a workforce. It provides insights into the disparities in earnings based on gender. Here are some key points that our Gender Pay Gap revealed:
A Strong Foundation for Gender Diversity
Women represent 83% of our workforce, demonstrating our ability to attract and retain female talent.
The proportion of women receiving bonuses is nearly equal to that of men (82.93% vs. 83.09%), reflecting our commitment to recognising contributions across all employees.
Disparities:
The report highlights disparities in the representation of males working within our lower and lower middle quartiles and across the firm generally compared to our female colleagues.
This highlighted occupation segretaion within our organisation where our males and females tend to be concentrated in different types of roles within our firm. The below table shows this occupation segregation and which roles are occupied by which gender across the organisation.
Talent Enhancement Core Role Framework segregation by Gender
Table 2 illustrates that our male employees are distributed quite evenly across various organisational roles. In contrast, more than 73% of our female employees are concentrated in positions corresponding to levels 1 to 4 in the table.
Our ‘middle man’ employee will fall between level 4 and 5 roles whereas our middle woman will fall between level 3 and level 4.
Table 2. Talent Enhahcement Core Role Framework segregation by Gender
Societal and Cultural Factors
Talent Enhancement Programme
Launched in April 2021, our Talent Enhancement Programme (TEP) stems from our vision to foster an environment where individuals can prosper. The primary goal is to eliminate obstacles to career advancement and establish a workplace characterised by fairness and inclusivity.
Since the initiation of the TEP in 2021, numerous highly talented individuals have advanced in their careers, receiving well-deserved recognition for their contributions.
Table 3. Promotions by Gender since the introduction of the Talent Enhancement Scheme
Trainee Solicitors
During this same time period, we also successfully secured 30 Trainee Solicitors through our Graduate Recruitment Programme (recruited two years in advance) and retained 13 newly qualified solicitors.
Simultaneously, we provided support to 16 CILEx Apprentices, with 8 of them qualifying and subsequently retained by the firm.
Additionally, we have individuals undertaking CLC, CIPD, CIM, Business Administration, STEP and ACTAPS qualifications.
While our program is still in its early stages and will continue to evolve, it reflects our dedication to enhancing gender balance in areas where both women and men are underrepresented. We remain committed to fostering a welcoming and inclusive environment and culture for all our people.
Our Female and Male Representation
- A few high earners have an impact on our overall mean pay gap
- 33% of our female colleague’s work part time with less than 8% of our male colleagues working part time. This means that 80% of our part time colleagues are female working across a range of roles within Taylor Emmet as detailed in the below chart:
Table 4. Talent Enhahcement Core Role Framework by Gender according to part time working
Bonus Gender Pay Gap
The demographic makeup of our people is the main contributing factors for our gender pay gap and gender bonus gap.
As a firm, we are proud that we reward the majority of our people with an annual bonus for their contribution to our success.
Graphic 3. Our Mean and Median BPG
Graphic 4. Bonus received by Gender
Gender Pay Gap Report 2023
How we aim to close the Gender Pay Gap
- Continue to attract male and female talent into the organisation across all levels.
- Continue to attract talent across all levels through inclusive recruitment strategies.
- Continue to enhance our people’s careers through our Talent Enhancement Programme.
- Continue to conduct regular pay audits ensuring that our people are compensated fairly for performing the same or similar roles, regardless of Gender and address any discrepancies as they arise.
- Continue to conduct regular salary benchmarking against industry standards to ensure that TE’s pay practices remain competitive and equitable.
- Continue to offer and enhance our offering of family-friendly policies that address the challenges faced by employees with caregiving responsibilities.
- Continue to enhance and develop our I&D network to support diversity and inclusion programmes that actively promote a diverse and inclusive workplace culture and foster an environment where everyone feels valued and included.
Contact us today
- 0114 218 4000
- hr@tayloremmet.co.uk