Society targets pay gap in revised equality strategy

Eliminating the pay gap between male and female solicitors is one of the main aims of the Law Society of Scotland’s new three-year equality strategy, published today.

Despite providing guidance to its members across a whole range of equality issues over the past decade, research by the Society has revealed a continuing gender pay gap of up to 42% visible in the profession. The new strategy focuses work on this and themes where little change has been seen, including issues around progression and work patterns, including the impact of maternity leave on prospects of making partner, and issues relating to the accessibility of law firms to clients with a range of impairments.

Latest figures compiled by the Society show that women now constitute 49% of the entire profession, and 61% of those aged under 45.

A key focus over the three years will be a new equal pay framework and the launch of more specific advice on 10 key equality standards firms and employers may wish to achieve, which will become formal guidance next year.

At the end of the three-year period the Society will review whether the voluntary approach is working, or whether rule changes should be made.

Janet Hood, convener of the Society's Equality & Diversity Committee, said: “It's important that the legal profession leads on equality work like this, not just for those who work in the legal sector but for all those they represent and advise.

“The Law Society’s equality work has generated huge interest and more responses than any other area of research and it is clear that it is an important issue for the profession. The message from solicitors is that they want the Society to support them and to make improvements to ensure fair access to the profession and in pay and progression as they move through their careers.”

She added: “We have made great progress in improving equality and diversity within the legal profession in recent years. However there is still a need for the Society and solicitors to be more proactive in driving change.

“We intend to promote the business benefits of new thinking on work patterns, and address issues concerning career progression for solicitors who have important commitments outside work, including parents and, increasingly, carers and also those who want to be able to pursue other ambitions as well as their legal career."

For more information on the Society’s equality work, see www.lawscot.org.uk/diversity.