Every year, we report on our Gender Pay Gap data in line with Government guidelines.
Our data from 2025 shows that our mean gender pay gap has increased slightly from 20.68% (2024 report) to 22.2%, which is ahead of the industry standard of 26% for 2025 (according to Law360). Our median pay gap increased from 16.84% to 29.9%. The fluctuation in the median pay gap is reflective of our female /male ratio, where women occupy a higher proportion of roles in our firm.
Our median bonus pay gap remans at 0% and our mean bonus pay gap increased slightly from 15% (2024 report) to 17.4%. The majority of our bonus pay consists of our annual profit share, where all eligible employees receive an equal profit share. However, our figures are also influenced by other bonus pay, such as participation in our recruitment and client referral scheme and our long-service awards.
The number of women on our Board is 42.8% – this is aligned with the female representation on the Boards of FTSE 350 companies which is at an average of 42.7% according to data published in the latest report by the government-backed FTSE Women Leaders Review.
Our lawyers are just as likely to be women as men, but the people in our administrative roles are among our lower paid roles. This is the factor that continues to have the biggest impact on our overall pay gap figures.
Our data shows that we are paying men and women equally for doing similar jobs across all levels.
At Stephens Scown we value the contribution that all our people make. Our emphasis on listening and responding to our people has influenced our approach to gender at the firm. Over the last few years, we have introduced a number of changes to our employee proposition that has improved the experience of our female employees and our working parents.
You can read about the ways we are working on our gender pay gap in our 2025 Gender Pay Gap Report.
