Chambers and Partners Ethnicity Pay Gap Report 2022

Our Ethnicity Pay Gap Report 2022 is based on a snapshot date of 31st August 2022. At this time, our total employee headcount was 435. 389 of our employees (89%) openly disclosed their ethnicity; of those, 253 are white (including white British, white Irish and any other white people) and 136 are from other ethnic backgrounds.

Our binary report consists of the below categories:
• White (White British, White Irish and any other White people)
• All other ethnic groups

The visualisations below show the percentage of information provided by our employees and the percentage of employees in each binary group.

The overall mean hourly pay gap is 15% and the median is 12%. If analysed by quartiles, we can see that the upper middle, lower middle and lower quartiles see a much smaller or absent pay gap.

The overall mean bonus pay gap is 52% and the median is 47%. The breakdown by quartile is outlined below.

57% of all other ethnic groups received a bonus, compared to 71% of their White colleagues. Below is a graph showing the bonus pay gap by each quartile.

Looking at the percentage of employees receiving a bonus by ethnicity and length of service, we can see the below:

12% of our employees in all other ethnic groups have less than 3 months length of service, 19% have 3 to 6 months length of service, 32% have 6 to 12 months and 38% have over one year.

Within the 3-to-6-month length of service bracket, all employees within the white ethnic group are members of our commercial function and received commission payments.

The below graphs show the headcount split by each quartile and overall.

The proportion of our UK employees from ethnic minority groups can be outlined below.

Asian
Chambers headcount - 52
Chambers % - 12.00
2011 London Census % - 18.40

Black
Chambers headcount - 33
Chambers % - 7.60
2011 London Census % - 13.30

Mixed
Chambers headcount - 39
Chambers % - 9.00
2011 London Census % - 4.90

Other
Chambers headcount - 12
Chambers % - 2.80
2011 London Census % - 3.40

Prefer not to say
Chambers headcount - 7
Chambers % - 1.60
2011 London Census % - N/A

Undisclosed
Chambers headcount - 39
Chambers % - 8.90
2011 London Census % - N/A

White
Chambers headcount - 253
Chambers % - 58.20
2011 London Census % - 59.70

Eliminating our pay gaps continue to be an area of focus for us. Measures that we have put in place include:

• Each member of the Leadership Team continues their commitment to being an Executive Sponsor within the INSPIRE Committee, a committee run by our dedicated internal Diversity and Inclusion (D&I) Team
• Regular D&I training for our Executive Leadership Team, led by our dedicated internal D&I Team
• In September 2022 we conducted a company-wide D&I data campaign to enable greater understanding of our workforce. Greater workforce D&I data enables us to understand where we need to focus our efforts the most. We continue to focus on diversifying our Commercial function and Technology function – the two main drivers behind our pay gaps in our upper quartile
• In October 2022 we launched our new applicant tracking system, enabling greater D&I analytics during the recruitment stage. This will enable us to run more sophisticated reporting to understand the level of diversity within the candidate pools for each vacancy

It is important to note that when pay gap data is based on a smaller number of individuals, it can vary significantly over time due to employee changes during the year. However, this is something we are interested in, as we work to understand our people’s lived experiences and the potential barriers to progression that specific ethnic groups may face at work.

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.