Gender Pay Gap 2023

To produce our gender pay gap report, we analysed the hourly rate and bonus pay of our 431 UK-based employees on a snapshot date of 5^th April 2023. In addition to reporting on our employees by pay quartiles, we carried out hourly rate and bonus pay analysis on our 246-strong Research Team, who make up 57% of our company.

The overall mean hourly pay gap is 21%, and the median is 11%. The overall mean bonus pay gap is 27% and the median is 7%. Looking further into the Research Team, we can see a mean hourly pay gap of 5% and a median of 3%. Within the Research Team, the overall mean bonus pay gap is -47% and the median is 6%.

Compared to the snapshot date in 2022, we can see that our overall mean hourly pay gap has reduced by 1%, our mean bonus pay gap has reduced by 8%, the percentage of employees receiving bonuses has increased and the proportion of females in the upper and upper-middle quartiles has decreased.

Further analysis can be found below.

The total gender split of the company is 52% male and 48% female, compared to 49% male and 51% female in April 2022. Compared to 2022, there has been a 2% decrease of females in the upper quartile, a 5% decrease of females in the upper-middle quartile, no change in the lower-middle quartile and a 2% increase of females in the lower quartile.

Compared to 2022, there has been a 1% decrease in the mean hourly pay gap, 2% increase in the median hourly pay gap, an 8% decrease in the mean bonus pay gap and an 8% decrease in the median bonus pay gap.

Compared to 2022, there has been a 28% increase in the proportion of males receiving a bonus and an 11% increase in the proportion of females receiving a bonus.

Chambers and Partners employs one of the largest independent research teams in the world, drawing together research professionals from a range of countries. Our research team makes up 57% of the overall company. The figures isolated for our research team show:

The total gender split of the Research Team is 50% male and 50% female, compared to 49% male and 51% female in April 2022. Compared to 2022, there has been an 3% decrease of females in the upper quartile, a 1% decrease of females in the upper-middle quartile, a 7% decrease of females in the lower middle quartile and a 5% increase of females in the lower quartile.

Compared to 2022, there has been a 1% increase in the mean hourly pay gap, 4% decrease in the median hourly pay gap, a 4% increase in the mean bonus pay gap and a 48% decrease in the median bonus pay gap.

Compared to 2022, there has been a 34% increase in the proportion of males receiving a bonus and a 6% increase in the proportion of females receiving a bonus.

Looking at this additional analysis, we can see a number of focus areas for us:

Each member of the Leadership Team has continued their commitment to being an Executive Sponsor within the INSPIRE Committee, a committee run by our dedicated internal Diversity and Inclusion (D&I) Team. 

Through our investments in D&I and People, we will continue to take actions to identify and address any gaps in order to ensure Chambers is an inclusive workplace for all.