The webinar features key insights from leading voices in the legal sector and covers the following:
- Intelligent data-analysis; how this informs implementation strategies to narrow the gap
- Challenges and complexities of Gender Equal Partnerships
- Best Practice going forwards in the age of Pay Transparency
- Time for specific Questions and Answers
The webinar was organised by Gapsquare, and features speakers from Clarke Wilmott who shared best practice, PEPUp.Consulting providing us with insights to implement successful change, and CM Murray looking at risk management deriving from the gender pay gap.
Zara is the CEO of Gapsquare, specialising in data collection and analysis of the gender pay gap in the UK. Having worked with over 120 companies on their gender pay gap in the last 12 months, Zara discussed how to use data in tracking and monitoring strategies for change. She demonstrated how in-depth understanding of data should inform the implementation of these shifts.
David is a City trained lawyer with Magic Circle and international investment bank experience. For over 15 years he has held C-Suite HR Roles in major law firms. David explored how multi-dimensional partner evaluation is critical to addressing the partner pay gap issues revealed by recent "shadow" reporting exercises conducted by major UK law firms.
David will provide insights into how profit sharing and "promotion" processes actually work within large partnership businesses.
HR Director, Clarke Wilmott
Joanne Nisbett has 20 years experience working within the Legal Sector and shared best practice; looking forwards to how the legal sector can lead the way and use the pay transparency era to optimum effect.
Partner, CM Murray LLP
Sarah Chilton is a Partner specialising in partnership and employment law. She is dual qualified to practice in England & Wales and Scotland and has represented clients in both the English and Scottish Courts.
Sarah has an excellent reputation for providing pragmatic legal advice to employers and senior executives on a wide range of issues including: post termination restrictions, protection of confidential information, remuneration structures and issues arising in relation to deferred remuneration and incentive plans, business reorganisation and redundancy, conduct and performance issues, whistleblowing and discrimination.