At Trowers and Hamlins, our overarching aim is to achieve gender diversity at every level of the business - lawyers and business services.
One of our key strategic goals is to increase female representation at the most senior levels of the firm – the partnership. We are proud that our partnership is made up of just under 40% female partners, but we know there is more we can do. As a firm, we are committed to reaching 42% women in our partnership by the end of 2026. To help us achieve this, we have launched our Gender Action Plan to identify and address barriers to female progression.
Gender, Work and Family Network
Our Gender, Work and Family Network plays an integral role in promoting and encouraging engagement within the firm and raising awareness on key issues that touch all aspects of gender and family, such as shared parental responsibility, menopause and equality vs equity.
Gender pay gap report
Our 2025 gender pay gap report looks at the average difference between hourly earnings of men and women within our organisation. It is calculated by looking at the mean and median hourly pay and is expressed as a percentage. looks at the average difference between hourly earnings of men and women within our organisation. It is calculated by looking at the mean and median hourly pay and is expressed as a percentage.
Our report also covers partner data, for transparency, and some of the ways in which we are driving change in this area.
