Our statement on the gender pay gap reported by WGEA

Clayton Utz continues to make improvements year on year with respect to our gender pay gap.

WGEA's 2023-2024 gender pay gap figures firm are based on our firm's remuneration data as at 30 June 2023. The data shows our firmwide median total remuneration gap has decreased by more than 3% on the previous reporting period. Our median base salary gap has decreased by more than 8%, while we have also seen our firmwide average total remuneration and average base salary gaps decrease by almost 2% each. Total remuneration includes base salary, superannuation, bonuses and overtime pay.

These results are encouraging.

While the two terms can be confused, a gender pay gap is not the same as an equal pay gap. Equal pay refers to women and men receiving the same pay for performing the same role, or different work of equal or comparable value. 

A gender pay gap, on the other hand, is not a comparison of like-for-like roles. This gap shows the difference between the average or median remuneration of women and men across an organisation, industry or geographical area, regardless of job role or seniority. 

We know our pay gap exists due to the gender composition of the roles within our firm. In major law firms like ours, we employ people with many skillsets, including lawyers, practice administrators, finance, IT, and marketing professionals, as well as highly-skilled consultants.  All employees within our firm are based in Australia and are therefore included in our reporting, which may differ from other firms.

At Clayton Utz, we have an excellent record of ensuring equal pay, and our focus remains on ensuring the downward trend in our gender pay gap continues. 

As part of our ongoing efforts to narrow our gender pay gap, we will continue our sharp focus on – and analysis of – gender pay comparisons at key moments in the employee lifecycle. This includes recruitment, promotion, and performance and remuneration reviews.

These efforts will continue alongside our existing policies and practices, such as those relating to parental leave, flexible work, gender diversity and affirmation, support for carers and our approach as an accredited Family Inclusive Employer and Breastfeeding Friendly Workplace. 

Our efforts to narrow the gender pay gap at Clayton Utz will be ongoing, as will our commitment to fostering an inclusive workplace in which everyone is encouraged and enabled to thrive.