Mourant, a law firm-led professional services business, has voluntarily published its first Global Gender Pay Gap Report as part of the firm’s on-going commitment to equity, diversity and inclusion (ED&I).
The ‘gender pay gap’ is the difference between the average pay of men and women employees. It aims to show the varying distribution of men and women in higher paying and lower paying roles across an organisation.
Compulsory pay gap reporting has been a requirement for businesses with a headcount of 250 people or more in the UK since 2017.
Although the firm’s UK office does not satisfy this threshold, the firm has chosen to voluntarily report on its gender pay gap, and to do so on a global basis.
For further transparency, the report includes separate partner pay gap calculations, as well as an ‘overall pay gap’ for employees and partners combined, in addition to reporting by business area.
Mourant Global Managing Partner, Jonathan Rigby, also an Inclusion Leader at the firm, said: “At Mourant, we believe in inclusive workplaces where everyone feels seen, heard, valued and respected. Equity, diversity and inclusion is a key business and people priority for us and is embedded throughout our firm-wide strategy. As Global Managing Partner, I’m fully committed to taking meaningful steps to enable and empower our people, of all backgrounds, identities and experiences, to fulfil their potential. Analysing and publishing our Global Gender Pay Gap Report is one of those steps.
“Knowledge of our gender pay gap provides us with greater visibility of gender representation across all areas and levels of our business, and opportunities to identify reasons for imbalance and develop actions to address it. We believe that having this knowledge, and transparency with our people and our clients, is essential to achieving our vision of an authentically inclusive culture where everyone feels like they belong and can thrive. We’ve therefore voluntarily chosen to analyse and publish our global gender pay gap data annually going forward, alongside a supporting action plan, to help ensure we achieve an authentically diverse and inclusive workforce at all levels.”
