Gender balance is a significant element of our Diversity and Inclusion Strategy at Hill Dickinson. Over the past three years we have worked continuously to fully embed our D&I strategy and create an inclusive environment where everyone is treated equally and where differences are respected and celebrated.

We are on a journey of change and acknowledge that we still have work to do to ensure we have more female representation at a leadership level. As we continue to work towards reducing our gender pay gap, we have reviewed and implemented robust management processes at all elements of the employee journey, from recruitment to development, performance reviews, objectives and succession planning, all the way through to our promotion processes.

This is our sixth year of pay gap reporting and our latest report is available below.