Welcome
This is our eighth pay gap report and relates to the 12 months ending on 5 April 2024.
Irwin Mitchell Group is made up of a number of companies, but our law firm (LLP) is the only Group company with more than 250 employees. This report relates to our employees in the LLP.
Pay gap reporting on those at Partner level (Full Equity Members and Fixed Share Members) isn’t a statutory requirement and therefore not included in the statutory numbers. However, we voluntarily report on these pay gaps in this report for transparency as we recognise that representation of females and of those from minority ethnic backgrounds is lower at this level.
Voluntary diversity pay reporting
Our statutory obligation on pay gap reporting relates to gender. As part of our commitment to creating a culture of inclusion for all our colleagues, we voluntarily report on our ethnicity pay gap. We also continue to improve our data analysis and encourage our colleagues to share their diversity information with us.
This helps us to better understand the proportion of under-represented groups in our workforce, allowing us to report on more diversity characteristics in the future and make better informed decisions on how to address elements of our people processes and policies which may be affecting our pay gap.
A pay gap below market average
Our focus is on fairness and creating an inclusive workplace for all our colleagues. Whilst we recognise there’s more work to do and numbers will fluctuate, we’re pleased that our overall pay gaps remain below market average. This also reflects our overall commitment to improving gender balance, both where women and men are under-represented, creating a fair and inclusive workplace for all our colleagues.
Further details on our commitment to inclusion and responsible business can be found in our Responsible Business Report 2024.
“As a business, we’re committed to leading responsibly. Our executive board are aligned and committed to reducing the gender pay gap further. Striving for equity within every aspect of our work is a critical aspect of achieving that ambition.
“Our Responsible Business strategy, which is underpinned by two clear priorities of sustainability and inclusion, outlines our dedication to being a positive influence in both the lives of our colleagues and the communities in which we operate. Our pay gap report is not only a reflection of our data, but is a testament to our inclusive policies, processes, our vision for an equitable organisation, and the culture that our leaders and colleagues have built at Irwin Mitchell.
“Reducing our pay gap is part of a wider aim to foster an environment where individuals are given the tools they need to thrive, regardless of their background, so that everyone is enabled to contribute to the collective success of the firm.”
Craig Marshall
Group Chief Executive