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Gender Pay Gap Report 2021

Committed to helping everyone achieve their full potential.

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, and fulfil our long-term ambition of being a sustainable business that remains genuinely relevant for the future 

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 2021, 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

                             Mean                    Median

Pay gap               23.25%                  8.58%

Bonus gap          65.89%                 20.00%

Pay quartiles

The proportion of men and women in each pay quartile. Each quartile consists of 144 employees.

Bonus recipients

Proportion of males and females receiving bonuses: 

Male:      84.28%

Female:  86.59%

Commentary

Blick Rothenberg has a mean pay gap of 23.25% and a median pay gap of 8.58%.  We have seen positive movement since our last report with a reduction of over 2.5% to our mean gender pay gap.  Our median gender pay gap remains static following a 10% reduction in the last reporting period.

We have an even gender split across the firm overall however in our middle two quartiles we have a higher proportion of females.  Our gender pay gap develops as careers progress, with our upper quartile being comprised of 62% males compared with 38% females.  We have seen positive movement in our upper quartile with a 3% increase in females compared to this time last year

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.

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 (52) in partner roles, than women (18).  Bonus represents a higher proportion of remuneration for this group.  It is positive to see that our proportion of female partners has increased since our last pay gap report was published.  We are pleased that our median bonus gap has closed by more than 25% since the last period.   Our mean bonus gap has widened, and we are aware of specific reasons for this.  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.

What are we doing to close our gender pay gap?

Blick Rothenberg is committed to closing our gender pay gap and we 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 BRighter Working which is about balance.  Balancing the needs of our colleagues and clients with our own needs to create more flexibility, stretch and autonomy for all our people.
  • Introduced two new employee resource groups – our BRave Network (Blick Rothenberg acknowledges and values ethnicity), and our Rainbow Network (LGBT+). 
  • Worked closely with members of our employee resource groups and staff to listen to their lived experiences and have used their feedback to drive positive change across the firm.

However, we recognise in order to achieve change, we must ensure that diversity and inclusion is embedded across our entire employee lifecycle; from attraction and recruitment, to pay and equal access to training and opportunities. 

Looking forward we will:

  • Address any systemic bias by reviewing our internal policies and processes to ensure they are fair and equitable for all.  This will include how we recruit, develop, and promote people.
  • Ensure all our people complete unconscious bias training so they have a basic awareness of how bias can impact decision-making.  Our senior leaders and people managers will complete an inclusive leadership behaviour change programme which will equip them with the knowledge, skills, and behaviours to lead inclusively, connect with their teams, and generate greater wellbeing and motivation. 
  • Collect data and analyse and report on the diversity of our workforce.  This will enable us to identify any existing biases, gaps or issues, work towards improving them, and set a longer-term strategy with the aim of creating sustainable change.
  • Continue to work with our diversity and inclusion employee resource groups to help us better understand the lived experiences of all our under-represented groups in order to create a more inclusive culture for all.  

Julia Burn, Director in our AAA practice, and Chair of our Women’s Network says:

“The aim of the BR Women’s Network is to support the attraction, retention, empowerment and progression of all women at Blick Rothenberg. By giving women support, coaching, mentoring and the tools they need to thrive and progress their careers, BR is working towards reducing its gender pay gap.”

I confirm the data reported is accurate and has been calculated according to the legal requirements.

Nimesh Shah, Chief Executive Officer

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