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Fieldfisher Gender Pay Gap Report

Fieldfisher aims to create a workplace where our people can thrive and be themselves, one that eflects an inclusive society as well as recognises the needs of our own diverse group of clients. Our approach to Inclusiveness & Diversity (I&D) is central to the firm's overall strategy. One of the main elements of our I&D Strategy is our Balanced Talent Pipeline initiative which focuses on ensuring a level playing field with respect to pay, development and progression for everyone within the firm. While an average of 46% of our newly-appointed partners over the last three years were woman, like most of the legal sector, the demographics of our partnership do not yet reflect those of our society in general. Through our Balanced Talent Pipeline initiative, we are working to achieve a more diverse partnership.



Download:  Fieldfisher Gender Pay Gap Report 2020

We continue to monitor all our people processes across the board in order to address and eliminate any bias that might influence the gender gap. Our Head of I&D takes part in and monitors all talent pipeline-related process, such as our appraisal and remuneration systems, our partner selection and promotion process, our work allocation procedures, and our approach to flexible and agile working. We continue to launch inclusive networks at the firm, such as our recently-launched DIScover disability network. Our women's partner network, The Female Partner Forum and our junior women's network, Women@Work, have recently launched a joint quarterly discussion series.