At Trowers & Hamlins, our people shape the culture and success of our firm, and understanding our gender pay gap is essential to this.
Gender pay gap reporting helps us identify patterns relating to pay and progression, allowing us to assess where we are making progress towards gender equality and where further action is needed.
A key strategic goal for us is to increase the representation of women in senior roles. We are proud to be a firm where women currently make up just under 40% of our partnership, but we recognise there is further work to do. We are committed to reaching 42% women in our partnership by the end of 2026, and achieving this target is an important part of reducing our overall gender pay gap in the long term.
Our Gender Action Plan, informed by the findings from our firmwide listening exercise, identifies our key areas of focus. We are now working to embed the recommendations from that consultation across the firm. This includes appointing Inclusion Champions to support accountability for progression, strengthening support for women at key career transition points, and increasing our focus on male allyship. These initiatives aim to ensure women have equitable access to opportunities that lead to senior roles.
Our gender pay gap reporting forms a key part of this work. By being transparent about our data and the actions we are taking, we hold ourselves accountable for driving change. Click below to explore our reports.
