Gender pay gap

All firms with over 250 employees are required to analyse and publish their gender pay gap data. In our Gender and Ethnicity Pay Gap report, we present the findings of our business-wide analysis as of 5 April 2019, and set out the concrete steps we are taking to achieve parity across the firm.

We are also voluntarily publishing the gender pay and bonus gap data for partners in addition to staff and to publish the pay gap figures for our black, Asian and minority ethnic (BAME) staff.

All firms with over 250 employees are legally required to analyse and publish their gender pay gap data. In our Gender and Ethnicity Pay Gap report, we present the findings of our business-wide analysis as of 5 April 2018, and set out the concrete steps we are taking to achieve parity across the firm.

We are also voluntarily publishing the gender pay and bonus gap data for partners in addition to staff, and have taken the decision to publish the pay gap figures for our black, Asian and minority ethnic (BAME) staff.

In February 2018 Mazars published its Gender Pay Gap Report for 2017. In accordance with Government guidelines, that report covered staff only. Partners were excluded as they are owners of the business and receive a profit share rather than a salary.

We have now chosen to go beyond the legal requirements and communicate our gender pay gap to also include our partners. We believe this is the right thing to do and that this greater transparency will help drive change.

New regulations require that firms with over 250 employees analyse and publish the pay gap between genders. In this, the first annual Mazars Gender Pay Gap report, we present the findings of our business-wide analysis, and set out the concrete steps we are taking to achieve gender parity across the firm.