Gender Pay Gap 2024

To produce our UK gender pay gap report, we analysed the hourly rate and bonus pay of our 456 UK-based employees on a snapshot date of 5th April 2024. In addition to reporting on our employees by pay quartiles, this year we have carried out additional hourly rate and bonus pay comparative analysis on our three functions:

The overall mean hourly pay gap is 19%, and the median is 12%. The overall mean bonus pay gap is 12% and the median is 12%.  

Compared to the 2023 UK data, our overall mean hourly pay gap has reduced by 2%, the median hourly pay gap has increased by 1%, the mean bonus pay gap has reduced by 15% and the median bonus pay gap has increased by 5%.  

Regarding analysis by function: 

Further analysis can be found below.

The total gender split of the UK company is 51% male and 49% female, compared to 52% male and 48% female in 2023. Compared to the UK 2023 report, the percentage of females has increase in every quartile, there has been a 1% increase in females in the upper quartile, a 1% increase in females in the upper middle quartile, a 6% increase of females in the lower-middle quartile, and a 2% increase of females in the lower quartile.

Compared to the UK 2023 report, the mean hourly pay gap has reduced by 2% and the median hourly pay gap has increased by 1%. The mean bonus pay gap has decreased by 15% and the median bonus pay gap has increased by 5%. 

Compared to 2023, there has been a 9% increase in the proportion of males receiving a bonus and an 3% 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 function makes up 61% of the employees in the UK. Our Central function makes up 16% and our Commercial function makes up 23%. 

The total gender split of the Research function is 48% male and 52% female. Compared to 50% male and 50% female in 2023. As shown in the above chart, percentage of females is higher in the lower middle and lower quartiles, with a higher percentage of males in the upper middle and upper quartiles. The biggest shift was a 9% increase in females at the middle lower quartile. 

Compared to 2023, there has been a 1% increase in the mean hourly pay gap, 5% increase in the median hourly pay gap, a 14% increase in the mean bonus pay gap and a 39% increase in the median bonus pay gap. 

Within Research the percentage of male employees receiving a bonus increased by 7% and the percentage of females receiving a bonus increased by 7% compared to 2023. 

Looking at this additional analysis, we can identify 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 DEI Team.   

Through our investments in DEI 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.