Ince publishes its first Gender Pay Gap Report

News / / London

International legal and professional services business Ince has today published its 2020 Gender Pay Gap Report.  

The gender pay gap is the difference between the average (mean or median) earnings of men and women across a business, inclusive of bonus pay. Gender Pay Gap legislation is not about equal pay for the same role; this has already been a legal requirement since the Equal Pay Act 1970.

Due to recent growth and success, this is the first year the business has been required to report its gender pay gap data.

As per 30 March 2020, the business’s gender pay gap was 52 per cent in mean terms and 46 per cent in median terms. The combined gender bonus gap was 19 per cent in mean terms and median was -13 per cent. Ince’s gender pay gap exists mainly as a result of having more men than women in senior positions which typically pay higher salaries. Women in those positions are paid within the same salary bands as their male colleagues, but as a percentage the group is smaller. We can also see that more women work in administrative roles, such as secretarial and PA roles, which also widens our gender pay gap. The data also shows that a higher percentage of women than men receive a bonus.

The data in this report covers the UK only and unlike many other legal firms includes data for all employees, including partners and contractors.

Commenting on the results, Chief Executive Officer, Adrian Biles, said:

“Conducting this first review of our gender pay gap provides us with a very useful benchmark. As a business we are committed to inclusion and aim to create an organisation able to attract the best talent, regardless of background, gender or ethnicity. We are a merit-based business, and this is a culture we will continue to foster and grow.   
“The data in this report is from March 2020, and a number of positive initiatives driven by our employee led D&I steering committee and panels have happened since. We are committed to improving our gender pay gap.”

Victoria Yates, Group People Director and member of the D&I Committee at Ince, said:

“I am proud of the number of initiatives we have implemented to improve our diversity and inclusion throughout the organisation this past year. Our D&I steering committee has focused efforts on five specific areas to improve inclusion: gender balance, LGBTQ+, mental health, racial equality and social mobility. But there is much more we can do. We are committed to increasing our efforts further.”

See the full 2020 report here.