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TLT has published results of its eighth gender and ethnicity pay gap report revealing improved gender balance across pay quartiles and a decrease in its ethnicity pay gap.
The report shows that the firm’s (exclusive of TLT NI) reportable mean and median pay gaps have increased slightly by 0.6% and 3.2%, to 9.6% and 12.3% (from 9.0% and 9.1% in 2023). Despite the slight increase, both gaps remain significantly lower than in previous years (from 16.3% and 25.9% in 2022, and from 17.8% and 27.6% in 2021). The median pay gap also remains below the UK national average of 13.1%. When calculated inclusive of TLT NI, both the mean and median pay gap have seen a slight increase of 0.8%, now 9.4% and 7.0% (from 8.6% and 6.2% in 2023). The firm has also seen a decrease in the mean bonus pay gap for both TLT (7.1%) and TLT inclusive of TLT NI (6.3%).
As reported in previous years, the report reveals the biggest influencing factor impacting the gender pay gap is the number of men in higher paid roles. Although female representation is lowest in the upper pay quartile, the report reveals progress has been made in improving gender balance across all pay quartiles.
The firm has reported a reduction in female representation in the lower and lower middle pay quartiles. The lower quartile is now 30.1% male vs 21.5% in April 2020 and the lower middle is now 28.5% male vs 23.4% in April 2020, demonstrating our lower pay quartiles are steadily becoming more gender balanced. In addition, the difference in female representation in the upper quartile is now 5% lower than the overall female representation of the firm, a significant improvement from 2020 when female colleagues were underrepresented in the upper quartile by 10.9%.
These positive results showcase the progress TLT has made in closing the gap between male and female representation within the upper quartile.
TLT continues to be committed to improving gender diversity across all levels and dedicated to the equalisation of the workforce across pay scales. This is exemplified by the tangible actions taken by the firm in the last year, including setting fresh ambitions to see 50% female partners by 2029, investing in a pilot programme aimed at new and expectant parents navigating each stage of family leave, being named in The Times Top 50 Employers for Gender Equality 2024 for the second year in a row and being recognised as one of the UK’s top 30 family-friendly employers by Working Families. The firm also recently announced it is one of the first law firms in the UK to join an initiative spearheaded by leading Women’s Health Charity ‘Wellbeing of Women’s, helping the firm to deliver on its commitment to creating an even more positive, inclusive and productive workplace
The report also reveals a decrease in the ethnicity pay gap, with the median pay gap closing by a further 3.4% during this period. This is attributed to there being an increased number of ethnically diverse colleagues across the firm and improvements to their representation in the pay quartiles.
As in previous years, the majority of ethnically diverse colleagues sit within the lower or lower middle pay quartile. However, representation within the upper pay quartile has increased (13.7% in April 2024 vs 13.1% in April 2023), a positive indicator that representation is moving closer to overall representation of ethnically diverse colleagues across the firm (16.3%).
In the last year, TLT launched several initiatives as part of its commitment to improving ethnic diversity in higher paid roles with the aim of closing the ethnicity pay gap. These have included:
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Continuing to invest in its inclusive leadership training and reciprocal mentoring programme pairing senior leaders with colleagues from underrepresented groups.
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Scaling outreach and external partnerships to build reputation as an employer of choice for young people from ethnic minority backgrounds in support of the firm’s 2030 target to achieve 35% ethnic minority representation in early career roles.
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Investing in its Legal Solicitor Apprenticeship and Graduate Solicitor Apprenticeship as an alternative pathway to a legal career.
John Wood, managing partner at TLT commented: “As a national law firm, we are committed to creating a culture that nurtures a diverse and inclusive environment that has a positive impact on our people, planet and places. This year’s report paints a positive picture of the progress we have made in improving gender and ethnic diversity across all our pay quartiles, ensuring we continue to reduce our pay gap.”
Helen Hodgkinson, chief people officer at TLT said: “Our pioneering inclusion strategy drives bold actions that ensure TLT continues to address underrepresentation to deliver results in retention and progression of a diverse workforce. Our dedication to improving diversity and reducing our pay gap is evidenced by the initiatives we have introduced over the last couple of years. This is just the beginning, and we will continue to find new ways to deliver a progressive workplace where colleagues from all backgrounds are able to progress their careers.”
Download the full report: gender-and-ethnicity-pay-gap-report-2024.pdf
Date published
02 April 2025
