UK Gender Pay Gap
Report 2023

S

impson Thacher is committed to ensuring thateveryone can reach their full potential, irrespectiveof background, identity or circumstance. We knowthat we are at our best when we bring together diverse
experiences and perspectives. This is why we arefocused on fostering a collegial environment which
maximises collaboration, empowering every individual
to thrive and succeed.

Definitions• 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 mean gender bonus gap is the difference in the averagebonus pay that male and female employees receive. The
median gender bonus gap is the difference in the midpointsof bonus pay (ordered from highest to lowest) for menand women.
• The gender pay gap is different to equal pay. Equal pay
relates to men and women being paid equally for equal
work regardless of gender.
Methodology
Each year, all UK companies with 250 or more employees
must report their gender pay gap data. This data is madeup of:• The percentage of men and women in each hourly pay
quartile;• 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 UK Personnel
Quartiles
Lower

Lower
Mid

Upper
Mid

Upper

Men

37.9%

43.7%

51.7%

60.2%

Women

62.1%

56.3%

48.3%

39.8%

GPG Mean

20.3%

GPG Median

46.4%

89.5%

Women

89.7%

Bonus Mean

24.4%

Bonus Median

59.3%

Diversity 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

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

Recruitment

AdvancementCulture
Collaboration

Quartiles
Lower

Lower
Mid

UpperMid

Upper

Men

54.3%

52.2%

67.4%

55.3%

Women

45.7%

47.8%

32.6%

44.7%
Declaration

All Personnel – Understanding the Gap• Our headcount has continued to grow in the 12 months
prior to 2023; 49% of new hires were men and 51% werewomen. Women now make up 52% of the workforce,compared to 49% in 2022. However, the increase infemale headcount is more pronounced in business services
rather than in the fee-earning departments, inadvertently
widening the gender pay gap.
• Our gender pay gap is predominantly due to thedistribution of our workforce, as we have a higher
proportion of men (60.2%) in our senior roles, compared
to a higher proportion of women (62.1%) in our juniorbusiness services and administrative roles. This is reflectedin the lower and upper pay quartiles.
• We are committed to closing the gap and continue todevelop programmes targeted at attracting, retaining andpromoting female talent into more senior roles, in addition
to looking for opportunities to attract male talent into ourmore administrative roles.

• Connectivity events include an annual women’s dinneraligned to the Women’s Committee Co-Chair visit
to London, and drinks receptions in celebration ofInternational Women’s Day and the festive season. All
London associates and counsel are also invited to semiannual cross-practice group women breakfasts, providing
an informal setting to address career-related questions andbuild relationships across the office.
• The Women’s Initiative complements the wide array ofprofessional development programming that the Firm
offers to all lawyers at key transition points in their career.
Lawyers also have a partner mentor and are able to accesscoaching to support their development.
• D&I events, training and communications are aligned tothe calendar of inclusion days and heritage months. Thesesessions seek to increase awareness of the challenges facedby employees from historically underrepresented groups
and empower all our staff to step up as allies. Keynote
speakers for 2023’s Pride Month and Black History Monthfireside chats featured prominent women in business. Our
wellbeing events seek to raise awareness of women’s healthissues.
• Our HR practices are focused on fostering gender balanceand equity. A robust performance management processensures fairness in how staff are promoted and rewarded.
• Family-friendly policies include enhanced paid parental
leave for all employees and a 60% return to work scheduleduring first month back from parental leave at full pay.
All staff also have access to WorkLife Central, an awardwinning online platform offering tailored, expert-led
resources to support parents and professionals in theirwork and home lives.

GPG Mean

5.5%

GPG Median

14.5%% Receiving Bonus PayMen

93.5%

Women

93.7%

Bonus Mean

-5.4%

Bonus Median

7.1%

These initiatives are as follows:• A partner-level Women’s Committee monitors the progressof our women lawyers and oversees programs to support
their development under the auspices of the Women’sInitiative. The Women’s Committee is advised by thecounsel and associates of the global Women’s Advisory
Council. Together, the Committee and the Council
represent a broad range of perspectives, and collaborate toprovide strategic direction to our efforts to promote gender
equity throughout the Firm.
• Our Women’s Forum series invites lawyers across offices
to hear from in-house and external speakers on relevant
professional development topics. Women lawyers also havethe opportunity to attend Partner Office Hours, a virtualmonthly initiative offering associates and counsel theopportunity to meet with partners to discuss topicsof interest.

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 Office Managing
Partner

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