Gender Pay Gap Report

hilldickinson.com At Hill Dickinson, we embrace diversity and understand the benefit it brings to our people, our business and our clients. We continually work towards creating an inclusive environment where everyone is treated equally and differences are respected and celebrated. We are committed to recruiting from all backgrounds and to developing and advancing our people at all levels. One of our main priorities is to create a culture that values difference, collaboration and innovation. Gender pay gap and bonus pay gap GPG by role Hill Dickinson 2017-2018 Gender Pay Gap Report The data provided in this report is data held by us on 5 April 2018 as required by the legislation. As we publish our results for the second year, we can confirm that like many other professional services firms we have a gender pay and bonus gap. For the purposes of this report we have included two sets of statistics. The first set includes a number of our partners who have retired from partnership but have taken up employed legal director roles within the business. These individuals because of their previous status receive significant salary and bonus packages. When included in the anaylsis they affect the statistics quite significantly increasing the mean gender pay gap by 6.5% and mean bonus gap by 8%. When excluded from the statistics a more representative picture of gender pay and bonus can be distilled. Associates Excluding Ex-partners Excluding Ex-partners Excluding Ex-partners Excluding Ex-partners Excluding Ex-partners Senior Associate Senior Counsel / Legal Directors Central Services Other Fee Earners Female % 65 Mean % -5.69 Female % 65 Mean % -5.69 Female % 58 Mean % 8.25 Female % 58 Mean % 8.25 Female % 47 Mean % 29.28 Female % 54 Mean % 14.91 Female % 67 Mean % 25.36 Female % 67 Mean % 25.36 Female % 72 Mean % 13.23 Female % 72 Mean % 13.23