Saffery is committed to fostering a fair and inclusive workplace, where potential meets personal.
Our ED&I strategy, Everyone Belongs, provides a clear pathway to deliver on our commitments, including our commitment to ensure everyone has equal opportunity to access and progress with us, regardless of gender.
One of the ways we foster an inclusive culture is through supporting our various People Networks, such as the Women’s Network, which are open for all and are key to delivering meaningful and relevant awareness-raising initiatives across the business.
Our celebration of International Women’s Month in March each year has also become a fantastic moment where we reflect on progress towards gender parity and renew our commitments for the year ahead.
Gender pay gap 2024
Gender pay gap reporting helps us measure our progress towards gender equality.
The gender pay gap shows the percentage differences between the average hourly pay and bonuses between male and female employees at Saffery LLP. It is expressed as a snapshot of earnings on 5 April 2024, in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Pay quartiles by gender
The below graph shows the proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands. This is calculated by determining the hourly rate of pay for each male and female employee, ranking them in order from the lowest to the highest paid and dividing them into four equal parts.
Mean pay and bonus gap figures from 2018 to 2024
“I confirm that the gender pay gap information contained in this report is accurate.”
Matthew Burton, Managing Partner