Addressing the Gender Pay Gap in Law

By Illka José.

Reading time: two minutes

The gender wage gap that still exists in the UK’s legal profession has drawn increasing attention in recent years.

The legal profession still has difficulties guaranteeing fair and equal compensation for all legal practitioners, regardless of gender, despite great advancements in the promotion of gender equality. The purpose of this article is to raise awareness of the problem and investigate possible ways to close the pay gap.

Recognising the Gap

Data show that male and female lawyers make significantly different amounts of money. A research done by the Office for National Statistics stated that female solicitors made 18% less money overall than their male counterparts in 2023, and barristers and judges with a whooping 29%. At senior levels, when women have obstacles in obtaining higher-paying roles and partnership prospects, this wage discrepancy is even more noticeable.

The gender pay gap in the legal profession is a result of several variables. The absence of gender diversity in positions of leadership is one important cause. Unconscious prejudice and discriminatory practices can flourish in a culture where men predominate in partnerships and top positions.

Furthermore, women who might have difficulty striking a work-life balance may be disadvantaged by the billable hour model, which frequently encourages lengthy working hours. A few examples being: full time mothers and unpaid work at home, resulting in them suffering higher rates of burnout compared to men.

The legal sector needs to be proactive in promoting gender equality to close the gender wage gap. First and foremost, organisations and law firms should establish clear pay systems that guarantee compensation is determined only by merit and unaffected by a person’s gender. Establishing precise standards for bonuses and promotions as well as conducting frequent pay audits would help achieve this.

Promoting gender diversity in leadership roles is also crucial. A more welcoming and encouraging work atmosphere for female lawyers can be achieved by promoting mentorship programmesand continue to analyse diversity data in support of ensuring fairness throughout the employment lifecycle, which is one of the measures that the Solicitors Regulation Authority has in place.

Finally

Law companies, organisations, and legislators must work together to close the gender wage gap in the legal sector. We may bring about a more equitable legal profession that recognises and honours the achievements of all legal professionals, regardless of gender, by acknowledging the problem, putting fair and transparent processes into place, and encouraging gender diversity.