Employer Statement: 2024-2025 WGEA Gender Pay Gap
3 mins reading time
Macpherson Kelley, led by the Board and Executive, continues to prioritise the pursuit of continuous improvement and of these ideals and values within our firm. Pay gap improvements and ongoing pay equity achievements are an important part of these priorities and initiatives, and we are pleased with our continued progress in this space.
A note on the data
Macpherson Kelley is an incorporated legal practice. Accordingly, under the Act, we are required to include Principal Lawyer remuneration in our reporting. It is important to note this is different to the majority of other law firms and law partnerships who have excluded partner remuneration and partnership draws from their WGEA analysis. This difference in legal sector reporting does not present an equal comparison between Macpherson Kelley and industry data.
Removing Principal Lawyers from our data set, akin to how the majority of peer law firms report their WGEA data, reduces our gender pay gap from 25.7% to 8.5% for our incorporated legal practice for this reporting period.
What does the 2024-2025 gender pay gap data show us?
We are pleased to see the ongoing efficacy of our talent and remuneration strategies resulting in an improvement across the majority of pay gap data points.
Next steps
We envisage that as our workforce composition changes over time including more females in senior positions and increasing male representation in lower pay quartiles, our pay gap will reduce further. When we get to a point where there is equal gender representation at both senior levels but also amongst our administrative and support roles our modelling indicates our pay gap can improve to approximately 5%. That is our long-term goal.
Gender Equality Action Plan
Our Gender Equality Action Plan 2024-2028 sets clear targets to progress gender equality in our firm and the law industry. The Plan demonstrates greater transparency about the steps we’re taking to achieve gender and intersectional equality across the following areas:
- Maintaining pay equity and reducing our gender pay gap.
- Eliminating any form of gender bias including harassment and discrimination in the workplace.
- Positively contributing to building understanding of gender issues and drive forward greater gender equality within the legal industry.
- Allow us to show progress against WGEA’s ‘gender equality indicators’.
Please read our full employer statement for more detail.
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Employer Statement: 2024-2025 WGEA Gender Pay Gap
Macpherson Kelley, led by the Board and Executive, continues to prioritise the pursuit of continuous improvement and of these ideals and values within our firm. Pay gap improvements and ongoing pay equity achievements are an important part of these priorities and initiatives, and we are pleased with our continued progress in this space.
A note on the data
Macpherson Kelley is an incorporated legal practice. Accordingly, under the Act, we are required to include Principal Lawyer remuneration in our reporting. It is important to note this is different to the majority of other law firms and law partnerships who have excluded partner remuneration and partnership draws from their WGEA analysis. This difference in legal sector reporting does not present an equal comparison between Macpherson Kelley and industry data.
Removing Principal Lawyers from our data set, akin to how the majority of peer law firms report their WGEA data, reduces our gender pay gap from 25.7% to 8.5% for our incorporated legal practice for this reporting period.
What does the 2024-2025 gender pay gap data show us?
We are pleased to see the ongoing efficacy of our talent and remuneration strategies resulting in an improvement across the majority of pay gap data points.
Next steps
We envisage that as our workforce composition changes over time including more females in senior positions and increasing male representation in lower pay quartiles, our pay gap will reduce further. When we get to a point where there is equal gender representation at both senior levels but also amongst our administrative and support roles our modelling indicates our pay gap can improve to approximately 5%. That is our long-term goal.
Gender Equality Action Plan
Our Gender Equality Action Plan 2024-2028 sets clear targets to progress gender equality in our firm and the law industry. The Plan demonstrates greater transparency about the steps we’re taking to achieve gender and intersectional equality across the following areas:
- Maintaining pay equity and reducing our gender pay gap.
- Eliminating any form of gender bias including harassment and discrimination in the workplace.
- Positively contributing to building understanding of gender issues and drive forward greater gender equality within the legal industry.
- Allow us to show progress against WGEA’s ‘gender equality indicators’.
Please read our full employer statement for more detail.