Linklaters narrows gender pay gap

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Ethnicity pay and bonus gaps improve too

Linklaters is the first of the magic circle firms to publish its latest gender pay gap figures — a mean result of 61.9% and a median of 33.6%, inclusive of partners.

These figures represent a narrowing compared to last year’s results of 62.9% (mean) and 39.5% (median).

Taking its high-earning partners out of the equation, the mean and median gaps drop to 18.8% and 34.5%, respectively. The 2021 bonus gap, again excluding partners, is 50.3% (mean) and 51.7% (median).

Looking at just UK partners, the mean gap widened to 13.1% from 10.4% in 2020, while the median gap narrowed to 20.5% from 23.7% in 2020.

“We are moving in the right direction but we’re not yet where we want or need to be,” senior partner Aedamar Comiskey said. “I want Linklaters to stand out as the law firm with the best minds in the business from truly diverse backgrounds, contributing different perspectives to solve the complex challenges our clients are facing on a global scale. Being an inclusive and diverse firm is at the heart of that.”

Linklaters aims for at least 40% for its new partner elections to be women each year. This target was increased in 2021 from 30%.

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The firm also published its ethnicity pay gap figures, revealing a partner inclusive UK mean of 36.5%. The median is -0.1%. Last year’s results were 34.6% (mean) and 4.9% (median).

Taking partners out of the equation, Linklaters’ mean and median ethnicity pay gaps come out at 6.4% and -22.4%, respectively. The bonus ethnicity pay gap, again excluding partners, is 22.9% (mean) and -11.5% (median).

“Our ethnicity pay and bonus gaps have improved on both the mean and, significantly, the median basis across the firm — with Black, Asian and minority ethnic individuals progressing through the firm and occupying more senior roles,” the report says. “However, whilst the figures have improved, we still have a serious under-representation of Black, Asian and minority ethnic individuals in the most senior levels of our firm. This is not good enough and we must do better.”

Just under a quarter (24%) of Linklaters’ UK staff is Black, Asian or minority ethnic (BAME), based on an 84% disclosure rate.

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Women take loads of mat leave and often have different life priorities, so a gap is far from surprising



Alan bro do you identify as a sigma or alpha?



Yawn. The gender pay gap was debunked years ago, and no-one actually cares about it other than virtue-signalling woke journalists.

Move on.


Kirkland lambo owner

Nice. Good luck trying to narrow the pay gap between your wannabe legal tech firm and real law firms though.



Another year, another rehash of the repeatedly debunked gender and ethnicity pay gaps that have been entirely explained by individual choices, which is what happens when you live in a democracy that allows freedom of choice.


Apple In-House NQ

No pay-gap at all here.

Even if there was one no one would complain as male or female, we get a new MacBook Pro every month.

Posted on my iPhone 13 Pro Max.



The pay gap isn’t due to gender but due to people being paid different salaries for doung different jobs.


Bored of 'diversity' whinges

Kate Andrews, Economics Correspondent at The Spectator, has also written on the so-called “pay gap” extensively. For example:

“Would we condone teaching a child that 1+1 = 3, for the sake of increasing her interest in maths? No. Would we praise flat earth theorists for getting people talking about the health of the planet? No. So why are we giving credence to meaningless and often deceptive gender pay gap statistics, which have us focusing on women’s issues in a way that is damaging to women? With Brexit-mania dominating our national debate, you may have missed that today is the deadline for large organisations to report their gender pay gap data.

Now into the second year of reporting, it has become increasingly clear that the influx of data from the gender pay gap reporting measures fails to provide any meaningful insight into fair pay for men and women in the workplace. …The measures don’t even distinguish between full-time and part-time workers, which makes a huge difference to results.

To highlight just how bad the reported data is, look at the accusations made against the National Health Service and its alleged gender pay gap. The public body has been flagged for its 23 per cent gender pay gap – a gap that increases to 33 per cent when just looking at GPs. But the majority of NHS professionals are on a national pay scale, almost completely removing questions of gender discrimination in wages, as they are not subjectively set by managers, but instead set irrespective of circumstance by the state.

Pay differences in the NHS are not about gendered pay gaps, but rather the number of hours worked by employees. Indeed, over 50 per cent of GPs are women, and they are more likely to work part-time. This is not rocket science, nor is it a conspiracy theory. It’s fairly simple stuff when the data is presented accurately. Unfortunately, the current legislation is not rooted in reason.”

Source: The problem with the gender pay gap obsession, Spectator, 4 April 2019,


Bored of 'diversity' whinges

Some informative links:

Stop unfairly demonising firms that have large gender pay gaps, City AM, 5 April 2019,

The Gender Pay Gap Reporting Measures: 2019 Update, IEA, 4 April 2019,

Politically Incorrect Paper of the Day: The Persistence of Pay Inequality
by Alex Tabarrok, October 8, 2020 at 7:25 am [extract: Gender wage gaps appear even in markets where workplace discrimination is impossible or unlikely. Uber driver’s for example are assigned trips using a gender-blind algorithm and earn according to a known formula based on time and distance of trip. Yet, a small but persistent gender gap of about 7% exists ( which appears to be due mostly to the fact that male drivers drive a little bit faster, choose to work in more congested areas, and have a bit more experience. Litman et al. (2020) ( show that the same kind of difference also show up in earnings on Mechanical Turk…]


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