Gender Pay Gap Report 2024
We are pleased to publish our 2024 Gender Pay Gap Report.
We remain steadfast in our commitment to fostering a more equitable workplace through actionable measures that drive meaningful change. Transparency and accountability are at the heart of our efforts to create lasting impact within our sector and beyond. In line with this commitment, we are pleased to present our 2024 Gender Pay Gap Report. Our report includes partners and employees as has been the case since 2022.
Commenting on the results this year, Managing Partner, Will Carmody, said: “Mason Hayes & Curran is committed to not just acknowledging the gender pay gap but taking deliberate steps to close it. Our firm has made significant strides in building a more equitable future. Women now make up 60% of our lawyers and 72% of all hires were women. Additionally, 73% of female employees received a bonus, highlighting our commitment to recognising and rewarding talent.
We understand that meaningful change takes time, especially in a profession where the highest levels of leadership are often the result of decades of career development. However, we are laying the foundation today for a more balanced workforce tomorrow. Our initiatives—from fostering flexible work environments to creating leadership pipelines for women—are designed to ensure that women can thrive and advance in their careers.
The progress we’ve made so far is encouraging, but we know there is much more to be done. By embedding equity into every aspect of our firm, we aim to build a workplace where all talent is valued and rewarded equally.”
Key findings from our 2024 gender pay gap analysis show this progress:
- Including partners: Mean pay gap reduces from 56% to 51%; median pay gap reduces from 26% to 24%.
- Excluding partners: Mean pay gap increases from 5% to 6%; median pay gap increases from 16% to 21%.
These changes reflect a marginal increase in the numbers of females being employed at senior levels, including partner, in the firm.
We continued to add female numbers in senior leadership with 75% of partners recently promoted being female. Retention of talent is central to our success with enhanced leadership and professional development offering in the firm.
In addition, we remain committed to our hybrid remote working policy of high trust/high flexibility, which we know is very important to how we all balance our personal and professional lives.
Thanks to everyone that has contributed and supported our efforts over the last year.
