Gender Pay Gap Statement

Our Approach

Simpson Millar is committed to equality across the business. We reward and promote our high performing colleagues and look to recruit high performing people; paying women and men who do equivalent jobs the equivalent wage.

We are dedicated to promoting change and an inclusive culture both within our organisation and across the legal sector.

Our ongoing aim is to have a representative workforce that is inclusive and diverse, made up of different backgrounds, experiences and values enabling us to best serve our clients.

We are focused on making sure that each and every one of our colleagues has the ability to reach their full potential.

The current position: Progress but work still to do

Today, three out of 10 of our senior management team (“SMT”) identify as female. Future SMT members will be drawn from: (i) the Simpson Millar Leadership Team (“SMLT”); (ii) those promoted to Partner, Senior Associate and Associate and (iii) high performing new recruits.

41% (17 out of 41) of our SMLT identify as female. More than 50% of people promoted to Partner, Senior Associate and Associate last year identified as female. We think this shows positive movement.

When we appoint a trainee solicitor, we do so because we believe that individual has the potential to be a future leader. Over 80% of our trainees are female.

All of these appointments are on merit.

Difference between hourly rates for men and women

Mean

Median

33.3%

31.10%

The above figures show hourly pay rates to men were higher than those paid to women

  Difference between bonus amounts for men and women

Mean

Median

48.40%

13.60%

The above figures show bonus payments to men were higher than those paid to women

Gender Pay Bonuses

Pay Quartiles

The below charts show the distribution of Simpson Millar’s male and female colleagues when divided into four equal sized quartiles based on pay.


Other things we are doing

In addition to the promotions and after consultation with our colleagues:

  • We have introduced sector leading maternity and paternity leave and benefits.
  • We have introduced an extended flexible working policy to reflect and respond to current family lifestyles.
  • We are supporting and encouraging a more open work environment, having revised mentoring schemes and bonus structure.

We are mindful these measures will take time to work through, and we continue to monitor the impact and make further changes to support our approach.

Declaration

We confirm that that Simpson Millar’s gender pay gap calculations are accurate and have been calculated in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Greg Cox
CEO