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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 reflects 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. This includes not only gender but our people from under-represented ethnicities. As such, we are currently undertaking work to review any ethnicity pay gap we may have and will build this into our I&D activities.



Download:  Fieldfisher Gender Pay Gap Report 2018

We continue to monitor all our people processes 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. 

Over the past year, we have updated our parental polices, including doubling the length of our full pay for maternity and paternity leave. We also launched a menopause support policy. We have recently launched a sponsorship programme to our newly qualified lawyers, which will be rolled out in stages over the course of the year to all our fee earner groups.