Law firm Linklaters has reported a 5.5% mean ethnicity pay gap for 2023, up from 5.1% in 2022.
Its median gap was -4.8%, compared to -27.2% the previous year. Its top pay quartile in 2023 consisted of 73% of white and 27% of minority ethnic employees, while in 2022 it comprised 74% and 26% respectively. Its lowest pay quartile changed from 78% and 22% in 2022, to 74% and 26% last year.
Meanwhile, its mean ethnicity bonus gap was -9.4%, versus 22.6% in 2022, and its median gap was -68.4%, compared to 17.5% the previous year. A total of 82.3% of white and 75.6% of minority ethnic employees received a bonus that year.
The firm’s mean gender pay gap for 2023 was 17.8%, down from 22.4% in 2022, while its median gap was 33%, down from 39.2% the prior year. Its top pay quartile in 2023 consisted of 48% of men and 52% of women, compared to 2022 where it was a 50-50 split. Its lowest pay quartile also saw movement, from 24% of men and 76% of women in 202 to 28% and 72% in 2023, respectively.
Linklaters’ mean gender bonus gap was 43.5%, up from 32.6% in 2022, while its median gap was 56.3%, up from 27.3% the previous year. A total of 95% of men and 96.2% of women received a bonus last year.
Aedamar Comiskey, senior partner at Linklaters, said: “We see the power of diversity, equity and inclusion across our business every day. When we bring diverse talent around the table and draw on the different experiences and perspectives of our people, we are, without doubt, more creative and better equipped to provide clients with exceptional solutions to complex problems. We have better discussions, make better decisions, and deliver better outcomes for everyone. Never has that been more important than in the current fast-paced environment of change and disruption.”
