Mazars Gender and Ethnicity Pay Gap Report 2018
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.
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.
Key Findings
- Our gender and BAME pay gaps (as of April 2018) are as a result of having more non-BAME men in senior roles
- We are confident that we meet our equal pay obligations
We have reported both the mean and median pay gaps for 2018, and these figures are below:
- Our mean gender pay gap is 13.0%
- Our median gender pay gap is 6.5%
- Our mean BAME pay gap is 8.9%
- Our median BAME pay gap is 4.5%
Next Steps
We are proactively addressing the gender and ethnicity imbalance within the Firm. This will continue to be a key strategic priority, based around attraction, recruitment, progression, retention and engagement.
For a comprehensive summary of the actions we're taking to close the pay gap, as well as the full results of our analysis, please download the full report below:
