Gender Pay Gap 2023

Within this context, we present our sixth gender pay gap report for the year ended 5 April 2023. This report has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. As it currently stands, the Gender Pay Gap regulations do not define the terms ‘men’ and ‘women’. In line with current regulations, if an employee has not self-identified as ‘male’ or ‘female’, reporting of this data has not been included.

During the year ended 31 March 2023, we have continued to focus on ensuring the firm presents an inclusive and welcoming place for all staff and partners. Our most recent staff survey, which was undertaken in March 2022, reported that 84% felt strongly that they were able to be themselves at work and 88% agree that haysmacintyre is an inclusive place to work. We are proud that people feel comfortable in our workplace and feel able to be honest and open with their managers.

This is something we will strive to improve even further. We are not complacent that this will naturally continue and therefore we invest in initiatives to support the ongoing development as a firm:

Diversity, Equity and Inclusion (DEI)
As a firm, we are committed to creating a diverse and inclusive working environment and encourage staff to share data through our diversity questionnaire, on joining, to ensure we have systems in place to support everyone. We will be able to report on this in the year commencing April 2024.
This year, our DEI Committee has continued to work across the firm, listening to staff views and making changes aimed at being an inclusive firm with staff who feel they can be themselves at work.

The DEI Committee has organised events to celebrate our team and partners through International Women’s Day; Black History Month; Lesbian, Gay, Bisexual and Transgender (LGBT) Pride Month; South East Asian Heritage Month; and has hosted events and religious festivals throughout the year to both educate and connect our staff.

Learning & Development
We continue to offer a wider programme of Learning & Development opportunities for staff development and intend to publish clear career paths for people at the firm this year.

We are aware that we must not be complacent and need to encourage, through appraisals and training, all team members to continue to feel that they have an equal opportunity to thrive and advance at haysmacintyre.

We have launched a revised approach to feedback within the firm and encourage this to flow at all times, and incorporate upwards feedback in partner appraisals too.

Culture
We have continued to support our hybrid approach to work, allowing people the flexibility for an improved work life balance and ability to manage life commitments as well as work.

Our office enables people to work in a productive environment as well as relax, socialise and prioritise their own wellbeing.

The refurbishment of our prayer/wellbeing room as a place for prayer, reflection or some time away has meant that staff wellbeing is supported in the office.

We have made progress in collecting ethnicity data which will enable us to report, internally in the first instance, on our ethnicity pay gap for the upcoming financial year.

As a firm, we are clear that all are to be treated with dignity and respect, by colleagues and clients alike, and we are committed to addressing issues where identified.

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