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Dversity

Gender reporting

We are committed to pay equity at Eversheds Sutherland and we welcome the new gender reporting regulations and the transparency they bring to this critical issue. Keeping gender and other diversity issues as a central part of our agenda at both board and executive level is crucial to enable our business to succeed in the future.

The information here shows our overall mean and median gender pay difference based on hourly rates of pay, and our mean and median bonus difference based on bonuses paid for the reporting period 6 April, 2017 to 5 April 2018, as well as the proportions of males and females receiving a bonus and our pay distribution quartiles in accordance with the requirements of the regulations.

All UK employers with a headcount of more than 250 employees are required by law to publish a set of statutory calculations each year which shows any pay gap between male and female employees. As we did last year, we have taken the decision to voluntarily report the combined gender pay difference across all our employees, Equity and Fixed Share Partner groups.

This is our second year of reporting, so for the first time we have year-on-year comparable statistics to inform our progress on gender equality and increasing female representation across the firm.

Our results have remained consistent when compared to last year’s report and recognising our need to make further progress, we have revised our action plan for the forthcoming year.

In last year’s gender pay report, I announced a four point action plan to improve gender diversity. For an update on this, and for a full explanation of our figures, please see the report and FAQs below.

Gender pay report

FAQs - Gender pay report