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Workingmums.co.uk looks at what the latest gender pay audits say about the legal profession.
Law has traditionally been seen as a long hours sector dominated by male partners. While that is still the case, law has seen a growing influx of female graduates and several law firms employ more women than men at all levels, although there is still some work to do at the partner level.
The presence of more men at partner level and earning bonuses affects the gender pay gap. In the past, there was some concern over gender pay gap reporting because several of the big firms did not publish statistics on their partners since their pay is based on a share of the firm’s profits and is paid irregularly and there were no statutory guidelines on how to include this in the gender pay figures. However, this year all 10 of the largest law firms published their combined gender pay figures for staff and partners.
The deadline for the second gender pay gap figures closed at midnight on 4th April. Of the 10,879 employers with over 250 employees who filed figures – over 1,000 of whom reported late and over 9,000 of whom reported with additional information such as analyses and action plans – 1,522 were in the administrative and support services activities sector which includes several law firms. Nevertheless, as there is no specific sector for law, firms are spread across sectors. The gap for staff employed by the top 10 law firms, which does not include partners, rose from 27.6% on average to 28.3%.
There are, of course, many different types of law firm – some deal with commercial or corporate law, others with family or criminal law, for instance. Companies may also have their own in-house legal services. The representation of women in each of these areas affects the gender pay gap as does bonus earnings and the difference between the gender make-up of fee-earning and non fee-earning workers.
Law does not tend to have a big problem with attracting women. Figures for 2018 entry show women who accepted a place to study law was more than double the number of men who have done the same. The main barrier to career progression comes later, with retention after children being a big issue as is the issue of how career paths to partner level tend to be built around the norm of linear progress and no time out.
The Law Society says 62.2% of new solicitors in 2018 were women, but only 30.8% of partners in private practice were women. A report for International Women’s Day in March says location may be a factor with women in London where most of the global firms are located being less likely to be make it to senior level. The report says unconscious bias and lack of access to flexible working are the key issues.
According to 2017 figures from the Solicitors Regulation Authority, women make up 48% of all lawyers in law firms and account for three quarters of other roles. It said that, although the number of women partners was increasing, the gap between male and female partners was greatest in the largest firms.
Some law firms have posted explanations for their pay gaps, outlining how they are addressing the issue. Several have targets for women at senior levels. Hogan Lovells, for instance, says it aims to have 30% of senior partners being women by 2022. Its report includes a list of activities, including employee network groups such as a working families network, partnering with the Reignite Academy on a returnship programme, coaching and mentoring and a leadership programme.
On the returner front, Women Returners have recently bid successfully for government funding for a pilot Law Returners programme involving six-month professional ‘returnship’ placements. Twenty law firms in Manchester and Leeds have signed up to participate in the programme which began in February. The companies range from local independents to multinationals and include Forbes Solicitors, Pinsent Masons, Robinson Ralph, rradar, DAC Beachcroft and DWF.
Several law firms have performed well in the workingmums.co.uk’s Top Employer Awards. McMillan Williams won our Overall Top Employer Award in 2014, becoming the first SME to do so. Read about what it is doing here.
A number of virtual or alternative law firms have set up in recent years offering remote working. They include Obelisk Support. Read what it does here.
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