News

Duncan Lewis’s mean gender pay gap was reported to be 4% [down from 8% last year] and remains significantly lower than the mean gap reported across the UK legal sector as a whole.

Duncan Lewis has published its annual gender pay-gap reporting for 2024, using a snapshot of 5 April 2024. The Gender Pay Gap is a measure across all jobs in the company, not of the difference in pay between men and women for doing the same job. The reporting of both median and mean gender pay statistics also reveals the following limitations: a lack of comparison in relation to comparable job roles/title(s), furthermore, the calculations fail to take into account intangible aspects, which affect salary such as qualifications, employment experience and personal skills. 74% of the Company’s employees are female.

The Company’s Gender Pay Gap reporting analysis found that among all full-pay employees, Duncan Lewis median gender pay gap was negative 3%, which is significantly lower than the national median at 13.1%, as reported by the Current Office for National Statistics - women earn slightly more than men, contrasting with the national trend that men earn more. Further, Duncan Lewis’s mean gender pay gap was reported to be 4% [down from 8% last year] and remains significantly lower than the mean gap reported across the UK legal sector as a whole, at 17.6%. 67% of the Company’s Board of Directors are female indicating a strong representation of female leadership within the firm and analysis indicates that female directors are the majority in every pay quartile, demonstrating that women are well-represented and that there is a strong commitment to gender pay equity at the Company’s senior management level.

Jason Bruce, Duncan Lewis’ Practice Director states: “Our Gender Pay Gap Reporting is accurate for 5 April 2024. We are very pleased to see that our mean gender pay-gap continues to go down year on year and remains significantly lower than the UK legal sector average. We note that the Gender Pay Gap reporting analysis exercise has a number of limitations. Nevertheless, we are very pleased to note that the Company’s pay quartile analysis across all of our roles is consistent with the male to female workforce split firm-wide – indicating minimal gender pay disparities firm-wide. As of April 2024, women accounted for 74% of the Company’s workforce and Duncan Lewis remains committed to the fair treatment and pay of all its employees regardless of gender.” 

The Company is accredited by the Investors in People at Gold Standard and implements a number of family-friendly flexible working policies including hybrid-working.

Approximately 20% of the Company’s workforce (both male and female) were implementing at least one additional form of flexible working, such as Part Time, Adjusted Hours and Compressed Hours.

Click here to see a copy of the 5 April 2024 report.