Gender Pay Gap Statement

Our Approach

Our ongoing aim at Simpson Millar is to have a representative workforce that is inclusive and diverse, made up of different backgrounds, experiences and values that enable us to best meet the needs of our clients. We are
dedicated to promoting change and an inclusive culture both within our organisation and across the legal sector.

We are focused on making sure that each and every one of our colleagues has the ability to reach their full potential and that women and men who do equivalent jobs are paid the equivalent wage.

Simpson Millar has a strong commitment to gender diversity, and to establishing equality across the business. We are equally committed to investing in our people, promoting our high performing colleagues on merit, and recruiting high performing people.

The Current Position

In 2020, 68% of colleagues across the business identified as female.

Across all Hourly Pay Quartiles, we have reduced the pay gap, with women, on average, being paid more than men in the Lower and Lower Middle Quartiles.

In the Hourly Pay Upper Quartile – which includes senior roles from both the legal practice areas and our business support services - 49.5% of colleagues were women. This is an increase of around 5% in comparison to 2018/19 when women accounted for 44.3% of this quartile.

These are positive steps that support our equality and diversity agenda, but there is still work to be done.

Our Progress

Promotion and progression is an important indication that we are getting things right. We are confident that if we get promotion and progression right then the pay gap will reduce further, over time, as more women progress
through our business.

As part of the firm’s 2021 promotion round, 70% of successful candidates promoted to Partner, Senior Associate and Associate were women, and 100% of successful candidates to join our 2021 solicitor qualification programme identified as female.


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