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UK Diversity Pay Reporting 2018

We are committed to providing fair and competitive rewards to all our people.

Our approach to Diversity & Inclusion

We have a comprehensive and ambitious Diversity & Inclusion action plan for each of our priority strands, including Race and Ethnicity, and Gender.



We know that our differences make us a better law firm and we are committed to creating equality of opportunity in our workplace.

This is Year 2 of our gender pay reporting and again we have gone above the statutory requirement and provided data on the whole firm including partners. We think that this transparency is essential for progress.

In the interest of transparency, we have also decided to voluntarily report on ethnicity pay this year.

While the gender and ethnicity pay gap report refers to our UK offices, we take a global approach to Diversity & Inclusion, creating programmes and initiatives which reach across different regions.

Find out more about Diversity & Inclusion at Linklaters

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UK Diversity Pay Report 2018

Transparency drives equality and accountability. Last year we went beyond the statutory Gender Pay reporting requirements to publish our data including equity partners. This year we will retain the same level of transparency, going another step further, to voluntarily report on Ethnicity Pay including partners.

View our full UK Diversity Pay Gap Report for 2018

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Understanding diverse experiences

In addition to running global unconscious bias and inclusive culture training, we launched new programmes focused on developing our leaders’ understanding of different people’s perspectives and experiences and their responsibilities to be inclusive on a daily basis. Initiatives include: 

The ‘Diverse Voices’ Reverse Mentoring programme, giving our senior leaders an opportunity to build awareness and understanding of employees from under-represented groups. Read more on reverse mentoring.

The Career Storyboard workshop highlighting subtle and complex factors that impact female recruitment, retention and progression so our leaders can take meaningful action.

 

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Supporting Talent

Our Talent Programmes are designed to be a career accelerator and an opportunity for the firm to learn more about people’s experiences in the workplace in order to take appropriate action. 

Our Women’s Leadership and Stepping Forward Coaching Programmes help us to retain talent and create a sustainable pipeline of female talent for Partner and Counsel roles in our firm.

We’re also excited to have launched a new INspire development programme to help the firm retain and progress talented people from minority ethnic backgrounds.

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Changing the narrative

To drive change and create an inclusive culture, we know we need to challenge stereotypes and challenge ourselves to try new ways of doing things. Initiatives include:

Our HeforShe initiative; male leaders and partners make commitments to achieve gender equality globally.

Rebranding Women@Linklaters to the Gender Equality Network; ensuring the group is inclusive of all our people, whatever their gender identity. 

Making agile working available at different career and life stages, and enhancing our offering: launching YourLink in our German offices, a flexitime model guaranteeing agreed working hours of (on average) 40 hours per week with a matching compensation.

Publishing our UK parental leave and pay policy and enhancing our shared parental leave offering.

Listen to Managing Associates, James Hennah and Clare Baker, discuss their experiences of shared parental leave.

James' story

 

Clare's story

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UK Diversity Pay Reporting 2018

We are pleased to set out Linklaters’ gender pay report in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, our partner data, and our ethnicity pay gap figures which we have reported in our efforts to increase transparency and in line with the ongoing government consultation around this data.

Download our full UK Diversity Pay Gap Report for 2018

We are committed to providing fair and competitive rewards to all our people. We are confident that we pay our people fairly for equivalent roles, regardless of their gender or ethnic diversity.

Times Top 50 Employer For Women

As a Times Top 50 Employer For Women, ensuring gender equality and achieving gender balance is a global strategic priority for us. It is embedded in our strategy and reinforced by our gender targets. It is critical to the long-term success and sustainability of our business that we recruit, retain and promote exceptional talent. In order for us to achieve that, it is necessary that we remove any barriers that may prevent women and people from diverse backgrounds from realising their potential at Linklaters.

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Best Employer for Race 2018

We’ve been named a Best Employer for Race by Business in the Community which recognises good practice on workplace race equality and inclusion and celebrates the public and private sector organisations making a difference in this area. This recognition is testament to our ongoing efforts to celebrate and promote diversity. Whilst we offer specific initiatives to attract and retain diverse talent, we recognise that this is not about changing individuals but about driving change in our firm and building our culture.

While we are pleased with the progress we’ve made, we recognise that we still have work to do to achieve greater equality at all levels of the firm. The stories we have shared above are a sample of our efforts. To read more about our diversity and inclusion actions, please see below.

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Our gender pay gap and ethnicity pay gap data including partners can be seen below. To view our reportable pay gap figures for 2018, please download our full UK Diversity Pay Gap Report for 2018

 

Gender Pay Gap: UK including Equity Partners

Gender Pay Gap figures

 

Ethnicity Pay Gap: UK including Equity Partners

Ethnicity pay gap figures

This year we exceeded our 30% target for new women partners globally

37%