Saffery Champness has published its annual gender pay gap report, which reveals that the firm has a mean gender pay gap of 5.7% (down from 8.6% last year) and a mean gender bonus gap of 10.9% (down from 19.8% last year). These figures relate to data as at 5 April 2019.
According to the October 2019 Office for National Statistics’ Annual Survey of Hours and Earnings, the economy as a whole has a mean gender pay gap of 17.3%.
At 5.7%, the mean gender pay gap at Saffery Champness is significantly lower than for the economy as a whole, and we believe it compares favourably within our sector.
The gender pay gap measures the difference between the average pay of male and female employees, irrespective of job role or seniority. It is expressed as a percentage of male employees’ earnings.
The gender pay gap should not be confused with equal pay. Equal pay regulations mean that men and women in the same employment, performing equal work, must receive equal pay.
We are confident that our gender pay gap is not attributed to disparity in pay between men and women, for the same or equivalent work across the firm.
We carry out extensive bi-annual salary reviews, conduct an annual equal pay audit to actively manage and resolve any equal pay issues and to ensure that our reward policies and practices are fair, and we evaluate market rate salary levels regularly to ensure fairness for all.
To continue to be successful in retaining and attracting the best people, we are committed to providing equality of opportunity for all staff. We believe we offer competitive remuneration and benefit packages, and our flexible working policy is available to all staff. We currently have a significant number of staff that work either part-time or non-standard hours. We are proud of the wide range of training, career development, coaching and mentoring opportunities that are available to all of our people, to enable them to reach their full potential.
You can read the full report here.