Statement from Shaun Savory, Chief People Officer
Snapshot Date: April 2025
Birketts LLP is required to publish gender pay gap information in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The gender pay gap shows the difference between average earnings for men and women. It is not a measure of equal pay for equal work.
Overview of gender pay gap results
This year, we have seen a slight reduction in our mean gender pay gap, demonstrating our continued positive progress towards our aim of closing the gap by 2030. However, our results must be considered in the context of our workforce profile. At the time of the data snapshot, 72% of our employees were female. In addition, almost one fifth of our colleagues work in secretarial and administrative roles, of which 93% are women. This distribution continues to influence our gender pay gap outcomes.
Bonus pay gap
Our gender bonus pay gap has shown a slight increase on both a mean and median basis. This is primarily due to a one‑off timing impact caused by the realignment of our financial year. The 2024/25 period is the first full year operating on a 1 April to 31 March cycle (previously 1 June to 31 May). As a result, certain remuneration payments fell into this reporting period for the first time, temporarily affecting the bonus distribution. This does not reflect any change to our reward practices, and we do not expect this effect to recur in future reporting years.
We also operate a firm‑wide staff profit share scheme. Bonuses are paid as a percentage of basic salary, which affects bonus comparisons, particularly as 95% of our part‑time employees are female and therefore receive pro‑rated bonus payments.
Our commitment to gender diversity
We continue to strengthen gender representation across the firm and have delivered several initiatives to support an inclusive culture. Recent enhancements include additional family‑friendly benefits such as IVF leave and fully paid paternity leave extended to six weeks. We provide maternity coaching to support employees returning from leave and offer a range of flexible working options.
We are particularly proud of our progress within the Partnership. Women now make up 42% of Partners, and in 2025, 80% of those promoted to partnership were awarded to women. Five years earlier, this figure was 38%. While this reflects meaningful progress, it should be noted that once employees join the Partnership, they are no longer included in gender pay gap calculations, which has an impact on our results.
Looking ahead
We recognise the importance of continuing to improve gender balance and are committed to maintaining momentum. Our People and Culture Committee and Responsible Business Committee continue to oversee and drive progress in equity, diversity and inclusion across the firm.
We are confident in the actions we have taken to date and remain committed to fostering a fair, inclusive and supportive workplace for all employees. We look forward to building on this progress in the coming years.
I confirm that the gender pay gap data submitted is accurate and has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
April 2026
