At Howard Kennedy, we believe in fostering a fair, respectful and inclusive culture. A culture where all team members feel empowered and supported to be themselves and achieve their career and lifestyle ambitions.
The gender pay gap measures the difference between the average hourly total pay for all men versus all women at an aggregate level across an organisation. This is not the same as equal pay. Our goal was to improve our statistics from last year which we have achieved in the case of median pay. However, the firm has a continuing commitment to reduce the pay gap further at both the mean and median level.
We are pleased to report that we are below the legal sector median of 32.4%, with a median gender pay gap of 21.2%. Despite reporting a slight increase, we are still behind the legal sector mean gender pay gap of 20.3%, and the national gap of 14% with a mean gender pay gap of 13.0%.
As a firm, we are proud that we have a sizeable female population at all levels and we seek to continue to develop our talent pipeline, through our Future Leaders Programme, so that more women make it as partners.
In the year ahead, we will continue to engage with our people and review our working practices and policies to support an inclusive workforce with our new fertility leave and pregnancy loss policies, and our enhanced paternity leave policy.
The data in our report for 2021 shows a gap in pay between men and women due to a higher proportion of women holding roles in the lower quartiles. We have seen an increase in the overall percentage of women at the firm and are proud to be able to attract, recruit and retain women at all levels within the firm.
The report provides the full data and the background to the numbers, as well as the actions and plans we are undertaking to redress this imbalance.