UK Gender Pay Gap
Report 2022

S

impson Thacher is committed to ensuringthat everyone can reach their full potential,
irrespective of background, identity orcircumstance. We know that we are at our bestwhen we bring together diverse experiences
and perspectives. This is why we are focusedon fostering a collegial environment which
maximises collaboration, empowering every
individual to thrive and succeed.

Definitions• The gender pay gap is the difference between the averagehourly pay of men and women in an organisation.
• The mean gender pay gap is the difference in the averagehourly rates for men and women. The median gender pay
gap is the difference in the midpoints of hourly pay rates(ordered from highest to lowest) for men and women.
• The gender bonus gap is the difference in the average bonus
pay that male and female employees receive. The mediangender bonus gap is the difference in the midpoints of bonus
pay (ordered from highest to lowest) for men and women.
Methodology
Each year, all UK companies with 250 or more employees
must report their gender pay gap data. This data is made up of:• The percentage of men and women in each hourly payquartile;• The mean and median gender pay gap for hourly pay;
• The percentage of men and women receiving bonus pay; and• The mean and median gender pay gap for bonus pay.
All Personnel – Understanding the Gap• In the 12 months prior to April 2022, 58% of the new hiresof the Firm were male and 42% were female.
• Analysis of the pay and bonus figures shows an impact by
the Business Services population with a majority of female
staff in the HR and Secretarial departments. The Paralegaland Accounts teams are balanced with almost the same
number of men and women. The gap is predominately due
to the comparison between the pay and bonus of a Business
Services staff member to that of a lawyer.
• The London office only employed 291 personnel for thereporting period. This small number can disproportionately
impact the gender composition and the pay and bonus
figures.
• Overall, our workforce is balanced with 49% female and 51%
male. However, we continue to promote opportunities for
women at more senior levels within the organisation andembrace Diversity and Inclusion initiatives.

All UK Personnel
Quartiles
Lower

LowerMid

UpperMidUpperMen

52.1%

35.6%

50.7%

63.9%

Women

47.9%

64.4%

49.3%

36.1%

GPG Mean

17.2%

GPG Median

39.9%

85.7%

Women

92.6%

Bonus Mean

20.1%

Bonus MedianDiversity and Inclusion
Our STB Inclusion strategy sets out the steps we are taking
to drive D&I across the Firm. STB Inclusion has five pillars:
Recruitment, Retention & Development, Advancement,Culture and Collaboration. Each of these pillars areunderpinned by initiatives which support the recruitment,retention and progression of women in the London office.

5 Pillars of STB Inclusion% Receiving Bonus Pay
Men

Gender Related Initiatives

Retention &Development

55%
Recruitment

UK Lawyers

Advancement

CultureCollaboration

Lawyers are compensated according to their class years.
All associates in the same class year receive the same salary.
Quartiles

Men
Women

Lower

Lower
Mid

Upper
Mid

Upper

51.3%

52.6%

73.7%

52.6%

48.7%

47.4%

GPG Mean

1.7%

GPG Median

10.2%% Receiving Bonus Pay
Men92%

Women

94%

Bonus Mean

-8.0%

Bonus Median-31.5%

26.3%

47.4%

These initiatives are as follows:• A global Women’s Committee which includes Partners
from across our offices and practice groups. The Committee
is dedicated to supporting the personal and professional
development of our female lawyers. Co-Chairs of theWomen’s Committee also facilitate talent discussion
meetings with each of the Firm’s offices to identify female
lawyers exhibiting promise for future advancement
opportunities and to develop concrete professional
development action plans.
• A global Women’s Advisory Council, composed of Counseland Associates across various Firm offices, which works
closely with the Women’s Committee to provide strategic
direction to our efforts to promote gender equality
throughout the Firm.
• A London D&I Committee, composed of Partners and staff
from across the London office, who provide input into
the development of initiatives which underpin our STB
Inclusion strategy.

• Our Women’s Forum series which features in-house andexternal speakers who deliver topical sessions on how toprogress as a woman in law. This series is supported by
networking sessions for junior lawyers to connect with andlearn from female Partners.
• Family-friendly policies including enhanced paid maternity
leave for all women in the London office, paid sharedparental leave for all staff in the London office and a 60%
return to work schedule during first month back frommaternity leave at full pay. All staff also have access toWorkLife Central, an award-winning online platform
offering tailored, expert-led resources to support parents
and professionals in their work and home lives.
• We are working with organisations such as Reignite
Academy that assist women who have taken career breaks
and would like to return to law. We are in discussions towork with them more this year.
• We run reports to ensure balance in the teams as partof hiring initiatives, before going to market with a newvacancy.
• Where there are teams that need to be balanced we canutilise direct sourcing to generate more women shortlists.
• A regular cadence of D&I events, training andcommunications, aligned to key inclusion days andheritage months. These sessions seek to increase awarenessof the challenges faced by employees from historicallyunderrepresented groups and empower all our staff to stepup as allies.
• Provision of targeted training programmes designed tosupport all lawyers at key transition points in their career.
Lawyers also have a Partner mentor and are able to accesscoaching to support their development.
• A robust performance management process designed toensure fairness in how staff are promoted and rewarded.
Declaration
We confirm the information and data reported areaccurate and in line with the UK government’s Equality
Act 2010 (Gender Pay Gap Information) Regulations 2017.

Jason Glover
London OfficeManaging
Partner

Kate Sinclair
Partner, London
D&I Committee
Co-Chair