At Blick Rothenberg we recognise that our people are the key to the success of our business, and we are committed to promoting diversity and creating an inclusive workplace where everyone can achieve their full potential.
The UK Government requires all employers with 250 or more employees to annually disclose their gender pay gap using the following metrics:
- Mean gender pay gap
- Median gender pay gap
- Mean bonus gender pay gap
- Median bonus gender pay gap
- Proportion of men and women receiving bonuses
- Proportion of men and women in each pay quartile
We are pleased to share our gender pay and bonus gap figures which continue to help us understand how the average earnings of male and female employees working at Blick Rothenberg differ. The data in our gender pay analysis, taken at 5 April 2020, has been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Understanding Gender Pay
The gender pay gap is not the same as equal pay. Equal pay is about ensuring that men and women performing the same or equivalent work are paid the same, whereas the gender pay gap is a statistical calculation which looks at the difference between the average salaries of all females and all males across the organisation.
Our Gender Pay and Bonus Gap Data
Pay gap 25.94% 8.37%
Bonus gap 57.86% 45.83%
The proportion of men and women in each pay quartile. Each quartile consists of 147 employees.
Proportion of men and women receiving a bonus
Blick Rothenberg has a mean pay gap of 25.94% and a median pay gap of 8.37%. We have seen positive movement since our last report with a reduction of 2% to our mean gender pay gap and a reduction of 10% to our median gender pay gap.
We have an even gender split across the firm overall however in all three of the lower quartiles we have a higher proportion of females. Our gender pay gap develops as careers progress, with our upper quartile being comprised of 65% males compared with 35% females. We have structured career development pathways which support people with their progression through the firm and in 2018 we launched our first Future Leaders development programme. In July 2021, we saw the positive impact of the programme with 40% of all Partner and Director promotions coming from this population (50% of all Partner and Director promotions were female). This reflects the strong pipeline of female talent we have within Blick Rothenberg, and the investment by our leaders in nurturing and mentoring them alongside the formal programme.
Blick Rothenberg acquired an accountancy firm in the 2020 reporting period and over 90% of the senior team were male which has further impacted on the gender balance in our upper quartile. We have outlined below the steps we continue to take to address the imbalance in the upper quartile and hope that within the next period our gender pay gap will significantly reduce.
Our bonus gap is larger than our pay gap and this can be explained by the structure of our workforce with a greater number of men (51) in partner roles, than women (17). Bonus represents a higher proportion of remuneration for this group. It is positive to see that our proportion of female partners has increased by 5% since our last pay gap report was published. We are pleased that our bonus gap has reduced overall with our mean bonus gap closing by 5.8% and our median bonus gap closing by 7.3%. Unlike the pay calculation, which is based on hourly rates of pay, the bonus gap calculation is based on actual bonuses paid and not adjusted for part time workers, the majority of which are women.
It is worth noting that, unlike comparable firms, Blick Rothenberg is a Limited Company and as a result, all those in ‘Partner’ roles are employees and are therefore included in the calculations.
Blick Rothenberg is committed to closing our gender pay gap and recognise that to do this we need to increase the number of women in senior roles. We recognise that there is no quick fix and we continue with our key objective to have a more even gender balance in the upper pay quartile. Over the past year we have introduced the following initiatives which we believe will improve the number of females progressing into senior roles:
- We have significantly improved our maternity, paternity and shared parental pay benefit and reduced the qualifying eligibility, enabling us to attract and retain female talent.
- We have introduced Smarter Working to enable everyone to balance their home and personal commitments with their work.
- We continue to mentor and support talent across our business.
- Our Women’s network was established to provide a safe space for all colleagues to support our female talent across all levels and from all departments.
- We have introduced clearly defined salary bands to ensure remuneration is fair and transparent, commensurate with skills and experience.
- We have defined clearer objectives and key deliverables for all partners to improve transparency with regard to bonus and reward.
- We have used gender bias decoding software to review our job descriptions and job advertisements to ensure they appeal equally to all genders.
- We have appointed a Head of Diversity & Inclusion to support us with achieving our plans to further close our gender pay gap, in addition to improving inclusion and diversity more generally.
- We will improve our induction process to ensure it includes both cultural and regulatory aspects of inclusion.
- We will assign mentors to female talent in the upper-middle quartile.
- We will introduce greater standardisation to our experienced-hire recruitment process both at the application and interview stage.
I confirm the data reported is accurate and has been calculated according to the legal requirements.
Nimesh Shah, Chief Executive Officer