Gender equality

Despite 2019 marking 100 years since women were allowed to practise as solicitors, women still experience a vast amount of gender inequality within the profession. Since 1990, women have represented over 60% of new entrants into the legal profession, yet in 2017 they were only 28% of partners in private practice. Last year, unconscious gender bias was perceived to be the main barrier to career progression.

In research undertaken by the Law Society, 60% said they were aware of a gender pay gap within their organisation.

The assumption that this is because of time out of the workplace due to having children or caring responsibilities is wrong as women without children also experience gender bias, for example with less opportunity for good quality client work and career progression. A huge body of research demonstrates that gender quality is good for both business and society.

At Allington Hughes, we are proud to have no gender bias in our firm, where 77% of all Allington Hughes staff are female.  Allington Hughes appointed its first female solicitor in 1986, who was one of only three solicitors in Chester. She was quickly promoted in the firm to a partner in 1988. Allington Hughes became a limited company in 2013 and the two Managing Directors of the company since have both been female. We currently have five women who sit on the board of directors and 61% of our fee earners are women.

How does Allington Hughes ensure that gender inequality is not an issue within the organisation?

• Allington Hughes recruits and promotes  solely on performance and experience at all levels
• Work is allocated on skill set, availability and location alone
• We run and attend various professional development courses which are available for all staff
• Allington Hughes pay structure concerns performance and merit only
• Allington Hughes allows flexible working for all
• Allington Hughes has many male champions of women
• We include both men and women in our gender debate