Pay transparency should not be limited to the early years of lawyers’ careers but apply right through to partnership, argues Dana Denis-Smith

Last month saw UK companies with over 250 employees required to publish figures detailing their gender pay gaps.

This includes large law firms, many of whom don’t come out of the process terribly well, particularly once partner figures are included.

The likes of Freshfields Bruckhaus Deringer reported a combined median pay gap of 57.6 per cent, Baker McKenzie, 39 per cent and Ashurst, 40.7 per cent.

Such discrepancies show there is still considerable work to do in the fight for equality. There is a great deal of scepticism about the value of these statistics, not least because firms argue they are skewed by the fact firms employ far more women than men in lower paid, nonma...

Continue Reading for less than 70p per day!

This article is part of our subscription-based access. Please pick one of the options below to continue.

Already registered? Login to access premium content

Not registered? Subscribe

Login  Subscribe

On-line Web Offer

To save 40% off your first years subscription enter discount code: sjweb40 at the checkout