At VWV our values of teamwork and collaboration, client at the centre of the firm and commercial approach - shape the way we work, including our commitment to building a diverse, equitable and inclusive workplace. We know that when people feel valued and supported, they do their best work. That’s why we continue to focus on creating an environment where everyone has the opportunity to succeed.
This year’s Gender Pay Gap Report highlights both our progress and the work still to be done. Our mean gender pay gap is 17.4%. Our analysis shows that our pay gap arises predominantly because a large proportion of those women are employed in legal support roles and those roles are paid less when compared with the larger numbers of employees in qualified legal roles which attract higher levels of pay. We are pleased to be able to demonstrate that the gender balance in the firm's most senior roles continues to improve.
But the numbers only tell part of the overall story. We listen closely to feedback and are committed to investing in initiatives that promote gender balance across the firm, by focusing on learning and development programmes and our inclusive hiring practices.
As we move forward, we will continue to hold ourselves to account aligned to the high standards that reflect our values.
Steven McGuigan
Managing Partner
The UK Government legislates that all businesses in England, Scotland and Wales with 250 or more employees must report the following calculations:
The gender pay gap highlights the difference in average hourly earnings between men and women.
Data has to be gathered on a snapshot date (5 April 2024) and our data statistics are as follows:
We are required to publish overall gender pay gap figures calculated using both the mean and the median average hourly pay which has been calculated in accordance with guidance contained within the regulations.
| Mean | Median |
| 17.4% | 20.0% |
Set out below is the proportion of male and female employees in each of four pay quartiles, based on our overall pay range (not making any distinctions in relation to roles or whether a fee earner or not).
| Gender | Upper Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Women | 64.2% | 70.6% | 80.0% | 77.1% |
| Men | 35.8% | 29.4% | 20.0% | 22.9% |
Information of our gender bonus gap (ie, the difference between men and women's mean and median bonus pay over a 12 month period) is set out below, together with details of the proportion of male and female employees who received a bonus in the same 12 month period.
| Bonus received by women | Bonus received by men |
| 7.6% | 10.0% |
| Mean | Median |
| 42.7% | 13.8% |
