We believe that the diversity of our workforce is one of our greatest assets, and that it is only by offering equality of opportunity that we can achieve the goals we set ourselves in the provision of legal services to our clients.
The firm does and will not accept less favourable treatment of anyone on the grounds of race, colour, nationality, ethnicity, gender, age, disability, marital status, religion, or sexual orientation. We provide equal access to training and development thus ensuring that everyone can participate fully in the firm.
We commit to recruit and retain a workforce that reflects the diverse communities that we come from and service as client, and to take action to eradicate discrimination and inequality in all of its forms in the carrying out of our work. To do this we remain open to ideas and suggestions designed to improve our service to our clients and our workplace practices. This helps us to ensure that our internal and external policy and systems of working reflect and incorporate equality objectives and targets.
Every two years we collate and publish data on the diversity of our workforce. The below data is from July 2023…
Ison Harrison Diversity Statistics
| 16-24 = 11.67% |
| 25-34 = 37.06% |
| 35-44 = 16.75% |
| 45-54 = 18.78% |
| 55-64 = 12.69% |
| 65+ = 2.54% |
| Prefer not to say = 0.51% |
| Male = 24.87% |
| Female = 74.62% |
| Prefer not to say = 0.51% |
| Yes = 98.98% |
| No = 1.02% |
| Yes = 4.57% |
| No = 92.89% |
| Prefer not to say = 2.54% |
| Yes, limited a lot = 1.02% |
| Yes, limited a little = 7.11% |
| No = 88.83% |
| Prefer not to say = 3.05%% |
| Bangladeshi = 0.51% |
| Indian = 2.54% |
| Pakistani = 3.05% |
| African = 1.52% |
| Caribbean = 1.02% |
| Any other Black background = 0.51% |
| White and Asian = 0.51% |
| White and Black Caribbean = 3.05% |
| Any other Mixed / Multiple ethnic background = 0.51% |
| British/English/Welsh/Northern Irish/Scottish = 83% |
| Any other White background = 3.05% |
| Arab = 0.51% |
| No religion or belief = 55.33% |
| Christian = 32.49% |
| Hindu = 0.51% |
| Jewish = 0.51% |
| Muslim = 5.58% |
| Sikh = 1.02% |
| Any other religion or belief = 1.02% |
| Prefer not to say = 3.55% |
| Bi = 2.03% |
| Gay / Lesbian = 2.54% |
| Hetrosexual = 91.87% |
| Other preferred description = 2.54% |
| Prefer not to say = 1.02% |
| State-run or state-funded school (selective on academic, faith or other grounds) = 21.32% |
| State-run or state-funded school (non-selective) = 69.54% |
| Independent / fee-paying school = 4.57% |
| Independent / fee-paying school where I received a bursary covering 90% or more of my tuition = 0.51% |
| Attended school outside the UK = 1.02% |
| Don’t know / not sure = 1.52% |
| Prefer not to say = 1.52% |
| No, neither of my parents attended university = 67.52% |
| Yes, one or both of my parents attended university = 27.41% |
| Don’t know / not sure = 3.55% |
| Prefer not to say = 1.52% |
| Yes = 27.41% |
| No = 72.08% |
| Prefer not to say = 0.51% |
| No = 91.88% |
| Yes, 1 – 19 hours a week = 6.09% |
| Yes, 50 or more hours a week = 0.51% |
| Prefer not to say = 1.52% |
Gender Pay Gap Report – Snapshot date 5th April 2024
At Ison Harrison Solicitors, we are committed to transparency and equality in our workplace. As part of our ongoing efforts to promote gender equality, we have compiled a gender pay gap report. This report provides an analysis of our workforce composition and pay gap.
Summary
On the face if it our gender pay gap data for the snapshot date of 5th April 2024 shows a relatively high hourly pay and mean bonus gender pay gap. However, on closer analysis indicates that various factors can contribute to these findings, including our high representation of women in non-fee earning and support roles.
A comparison of gender data within job positions will show a much-reduced discrepancy. In order to gain a clearer understanding of the firm’s position, we will be conducting reviews of salaries by tranches of employees with particular reference to Directors Partner and Associate cohorts.
Our results
| Our Workforce | |
|
Overall Representation 26% Male | 74% Female |
|
|
Women and Men in each pay quartile |
|
|
Upper Pay Quartile Female – 50.8% Male – 49.2% |
Upper Middle Pay Quartile Female – 75.8% Male – 24.2% |
|
Lower Middle Pay Quartile Female – 86.4% Male – 13.6% |
Lower Pay Quartile Female – 83.3% Male – 16.7% |
| Gender Pay and Bonus Gap Results | |
| Hourly Pay Gap
29.65% Mean 37.40% Median Portion of Women and Men receiving a bonus Women – 81.9% Men – 80% Bonus Gap 62.56% Mean 0.28% Median |
|
Analysis
Representation of genders
We have a high representation of women throughout the firm, with 74% of employees being female at the time of this snapshot. Women are well-represented in the upper pay quartile, almost equally with men. As we move to the lower quartiles, the representation of women increases significantly, indicating that a larger proportion of women are in lower-paying roles. This representation can be connected to the nature of the roles in the low quartiles including, secretarial and administrative roles, which attract more female applicants.
Gender Pay Gap
The mean and median pay gaps indicate that, on average, women earn less than men. This disparity is largely driven by the higher concentration of women in non-fee earning and support roles, which typically offer lower salaries compared to fee-earning positions
Portion of women and men receiving a bonus and/or profit share distribution
We have a very similar percentage of women and men who received a bonus and/or profit share distribution in the year this data was collated.
As an employee-owned business, we have a yearly profit distribution which is paid to eligible employees (those who have been employed since 2nd January of that calendar year). The profit distribution is equal for all employees, regardless of their position within the company. Part-time employees working fewer than 18.75 hours per week receive 50% of the distributed amount. However, in this year, we had no employees working less than these hours, all eligible employee received £3,600.
We also recognised employees who were not eligible for the profit distribution but had been with the company for six months or more by awarding them a £500 bonus. Those who did not receive a bonus in this year were either not eligible for this year’s profit distribution or had not been with the company for six months.
