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Our 2021 Pay Gap Report

01 April 2022

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At Herbert Smith Freehills, we believe in the principles of gender pay gap reporting legislation and the issues it aims to address.

At Herbert Smith Freehills, we believe in the principles of gender pay gap reporting legislation and the issues it aims to address.

In the first year of gender pay gap reporting, we welcomed the opportunity to outline our pay gap for employees. In year two, as public interest grew, we chose to go beyond the scope of reporting requirements to disclose our partner pay gap. In 2019 and 2020, we reported on our ethnicity pay gap – and we have done so again for 2021.

While there is no requirement to report ethnicity figures, we believe doing so is important for enhancing transparency and accountability – a crucial part of improving ethnic diversity across our firm and building a supportive, respectful environment where everyone can thrive.

Our analysis indicates that, as is the case for many other firms, our gender and ethnicity pay gaps are affected substantially by the type of roles within our organisation; the distribution of men and women performing those jobs; and the distribution of minority ethnic employees and partners within the firm. While that explains our pay gaps, we recognise that we need to do more, and better, to build a truly inclusive firm.

As we continue to take steps to improve the gender balance and ethnicity balance in our partnership and the wider firm, we also acknowledge that there is more to do. There are still areas of diversity in which we are underrepresented as a firm and a sector. We have therefore developed specific action plans, including those focused on retaining and developing women and minority ethnic talent.

To read our full report, please click the image below.


Read our 2020 gender pay gap report

Read our 2019 gender pay gap report

Read our 2018 gender pay gap report

Read our 2017 gender pay gap report