Magic circle firm Linklaters has published updated gender pay gap figures which show that little has changed since last year’s maiden reports.
When equity partners are counted, the mean pay gap is 61.1%, slightly up from the 60.3% the firm reported last year. Excluding partners, the pay gap is 20.8%, a slight improvement on last year’s figure of 23.2%.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, firms with 250 or more employees are required to reveal for the second time what their pay gap is. The regulations stipulate that firms provide a snapshot of the pay gap for the previous year by 4 April. The figures do not provide job-specific pay gaps.
Last year City firms came in for criticism for initially being coy about what the pay gap would be with equity partners included. Firms eventually began publishing data after the Big Four professional services firms revised their figures to include partners.
In the latest round Linklaters has also revealed, for the first time, how workers who identify as black, Asian or minority ethnic (BAME) are paid compared with people who identify as white.
White workers, including equity partners, are paid 30.3% more than BAME employees. Excluding equity partners, the mean pay gap is 8.6%.
The section of the workforce paid the most, the top quartile, is 84% white. However, this data is broadly mirrored across all pay quartiles and in the overall BAME population of the firm (21%).
Last year, the Law Society recommended that law firms should disclose ethnicity pay gaps in addition to gender pay gaps.
The top quartile is also primarily male (59%), though the figure is down from 63% in 2017. Women make up 72% of the lowest quartile, down from 76%.
A Linklaters spokesperson said: ‘We are committed to providing fair and competitive rewards to all our people. We are confident that we pay our people fairly for equivalent roles, regardless of their gender or ethnic diversity.’