Diversity & inclusion

Gender Pay Gap Statement 2022

"Two women looking at printed document.

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 it remains ahead of the reported UK mean gender pay gap, but there is still room for improvement. We acknowledge increases in both our mean and median gender pay gap for our employees, as at April 2022, in comparison to our 2021 data. These figures do not relate to equal pay. We monitor our reward practices and our review process to ensure we pay our people fairly for equivalent roles.

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 through our wellbeing strategy including the introduction of a further enhanced maternity pay policy, offering parental coaching to everyone who returns from a period of parental leave and running parenting clinics on a regular basis. In the coming year, menopause will be a big focus of our wellbeing strategy.

The data in our report for 2022 shows a gap in pay between men and women due to the majority of our 2021/22 vacancies falling in the Lower Quartile range and being filled by women. We have seen an increase in the overall percentage of women at the firm, as well as an increased percentage in our upper quartile, 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.