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Equal pay in City law: is there a light at the end of the tunnel? Equal pay in City law: is there a light at the end of the tunnel?
(6 months later)
The severity of gender pay inequality among City firms again raises questions about career progression for women within the legal sector. Recent findings by the Legal Services Board (LSB) calls for an urgent need to update research on gender and equality pay within the legal sector and seek more wide-ranging results.The severity of gender pay inequality among City firms again raises questions about career progression for women within the legal sector. Recent findings by the Legal Services Board (LSB) calls for an urgent need to update research on gender and equality pay within the legal sector and seek more wide-ranging results.
One of the few market reports reviewing gender pay, carried out by Laurence Simons earlier this year, found that female lawyers are paid more than £50,000 less per year than their average male counter parts (salary plus bonus).One of the few market reports reviewing gender pay, carried out by Laurence Simons earlier this year, found that female lawyers are paid more than £50,000 less per year than their average male counter parts (salary plus bonus).
Law Society President, Lucy Scott-Moncreiff, is concerned that few firms have reviewed their pay policies for unaccounted pay gaps: "We know that a lot of law firms are investing in diversity and inclusion in one way or another and pay equality shouldn't drop under the radar".Law Society President, Lucy Scott-Moncreiff, is concerned that few firms have reviewed their pay policies for unaccounted pay gaps: "We know that a lot of law firms are investing in diversity and inclusion in one way or another and pay equality shouldn't drop under the radar".
While much has improved for women entering the legal profession — around 60% of graduate recruits at City firms are now women — there remains a pressing need to address fundamental inequalities inherent in the current career path structure. Crucially, women are twice as likely to leave the profession on the verge of partnership than men.While much has improved for women entering the legal profession — around 60% of graduate recruits at City firms are now women — there remains a pressing need to address fundamental inequalities inherent in the current career path structure. Crucially, women are twice as likely to leave the profession on the verge of partnership than men.
In fact, the percentage of female partners never creeps much above 20%, such as at Eversheds where 22% of 337 partners are women and Clifford Chance, the biggest UK-based firm, where out of 593 partners only 15% are women.In fact, the percentage of female partners never creeps much above 20%, such as at Eversheds where 22% of 337 partners are women and Clifford Chance, the biggest UK-based firm, where out of 593 partners only 15% are women.
The lack of women in senior positions is a common problem across the legal sector. This month has been particularly bad for women in law when it was announced that only 14 women out of 84 successful candidates were given Queen's Counsel (QC) status. Rumours that the government had to prompt the supreme court to think again before electing three male judges were denied although the court's president, Lord Neuberger told the Guardian that there is a definite "unconscious bias" against women in the judiciary.The lack of women in senior positions is a common problem across the legal sector. This month has been particularly bad for women in law when it was announced that only 14 women out of 84 successful candidates were given Queen's Counsel (QC) status. Rumours that the government had to prompt the supreme court to think again before electing three male judges were denied although the court's president, Lord Neuberger told the Guardian that there is a definite "unconscious bias" against women in the judiciary.
Crispin Passmore, strategy director at LSB, insists that with regards to gender pay, the solution lies within the hands of law firms in ensuring more women progress to higher positions and therefore higher pay scales: "it must surely be possible for these firms to identify individuals among the skilled, experienced and committed women in their workforce and to take substantial steps to achieving more balanced partnerships". Joy Van Cooten, chair of the Association of Women Solicitors, agrees with this: "until there are more women in senior positions, it will never happen".Crispin Passmore, strategy director at LSB, insists that with regards to gender pay, the solution lies within the hands of law firms in ensuring more women progress to higher positions and therefore higher pay scales: "it must surely be possible for these firms to identify individuals among the skilled, experienced and committed women in their workforce and to take substantial steps to achieving more balanced partnerships". Joy Van Cooten, chair of the Association of Women Solicitors, agrees with this: "until there are more women in senior positions, it will never happen".
Studies by the Law Society have found that the lack of opportunities for flexible working structures and the long hours culture; "the jacket on the back of the chair" syndrome, is a significant problem for women being able to climb the ladder to partnership level.Studies by the Law Society have found that the lack of opportunities for flexible working structures and the long hours culture; "the jacket on the back of the chair" syndrome, is a significant problem for women being able to climb the ladder to partnership level.
It is unclear why City law firms are not responding quickly enough to introduce flexible working patterns for men and women already established in their careers. One report that was published several years ago by the Law Society noted that client expectations were not marred by working with senior partners who worked 3-days a week.It is unclear why City law firms are not responding quickly enough to introduce flexible working patterns for men and women already established in their careers. One report that was published several years ago by the Law Society noted that client expectations were not marred by working with senior partners who worked 3-days a week.
Matters could even be worse than this — the Observer reported increasing levels of illegal discrimination after taking maternity leave. One example was Katie Tantum who took her employer, a top City law firm, to an employment tribunal.Matters could even be worse than this — the Observer reported increasing levels of illegal discrimination after taking maternity leave. One example was Katie Tantum who took her employer, a top City law firm, to an employment tribunal.
It is not all bad, however. There is some evidence that legal practices are starting to adopt more inclusive management strategies and more flexible working policies in an attempt to retain women. City law firms, including Ashurst, Eversheds, Clifford Chance and Hogan Lovells, are setting "gender targets" to balance gender equality in senior management. Clifford Chance, for instance, has set a public target for the number of women partners to double in the "medium to long term". Also firms such as Linklaters have signed up to a government initiative, Think, Act, Report, with similar aims.It is not all bad, however. There is some evidence that legal practices are starting to adopt more inclusive management strategies and more flexible working policies in an attempt to retain women. City law firms, including Ashurst, Eversheds, Clifford Chance and Hogan Lovells, are setting "gender targets" to balance gender equality in senior management. Clifford Chance, for instance, has set a public target for the number of women partners to double in the "medium to long term". Also firms such as Linklaters have signed up to a government initiative, Think, Act, Report, with similar aims.
Despite gender, firms should have an interest to retain the best talent and need to adapt working environments to do so more readily. This should be marketed towards both men and women from whatever ethnic background. Regular reports on diversity and pay equality helps to raise awareness of recurring imbalances whilst pinpointing certain barriers. It is up to the firms to work out how to overcome this and do so effectively. If firms became more competitive with this, the chances of retaining the best talent would be met and pay status would be fairer.Despite gender, firms should have an interest to retain the best talent and need to adapt working environments to do so more readily. This should be marketed towards both men and women from whatever ethnic background. Regular reports on diversity and pay equality helps to raise awareness of recurring imbalances whilst pinpointing certain barriers. It is up to the firms to work out how to overcome this and do so effectively. If firms became more competitive with this, the chances of retaining the best talent would be met and pay status would be fairer.
Progression is slow however at least firms are starting to take on the challenge. As Van Cooten reassuringly puts it: "as bad as it is, I can see a light at the end of the tunnel".Progression is slow however at least firms are starting to take on the challenge. As Van Cooten reassuringly puts it: "as bad as it is, I can see a light at the end of the tunnel".
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