International firm Baker McKenzie has said it wants to boost the representation of black, asian and minority ethnic (BAME) people in its senior workforce, setting itself a target of 14%.
The firm’s target appears in its latest gender pay gap report. This year several firms have included an ethnicity pay gap as well as a gender pay gap.
According to the firm, it aims to have 14% BAME representation across the entire London business, including at 'partner level and in senior leadership roles'. It did not say what the current BAME representation is within this category.
Across the whole workforce, BAME representation is 18%. However, the firm said ’representation thins out at the most senior levels’. It has not set itself a date for when it wants to achieve its target.
The overall ethnicity pay gap is 17% when partners are excluded and 50% when partners are included.
The gender pay gap for 2018 has increased slightly compared with the last set of results. The latest report shows a 22% employee pay gap (mean) and a gap of 14% within the partnership. In 2017, the pay gap, which was presented as a ‘pay and bonus gap’ was 17%.
Like many firms in the second round of reports, Baker McKenzie has provided data that incorporates partners and employees – this increases the mean gap to 51%.
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.