Gender and Ethnicity Pay Gap report 2025

At the core of our identity as a social purpose law firm lies a deep commitment to equity, diversity and inclusion. We are driven by a passion to challenge the status quo and ensure everyone at Anthony Collins achieves their potential. We recognise this must include fair and equitable remuneration and opportunities for progression. We are dedicated to cultivating a workplace that is authentically diverse, inclusive, and equitable.

“Following the launch of our ambitious three-year ED&I strategy, 2025 has been a pivotal year for embedding its principles and pressing ahead with meaningful change. Guided by our vision, we continue to build a culture where everyone feels they truly belong, believes in their ability to succeed, knows they are respected, and trusts that their voices are heard and represented.

2025 has seen a slight increase in our gender pay gap (2% in the mean and 0.8% in the median) and a slight increase in our ethnicity pay gap (0.65% in the mean and 0.03% in the median). Whilst these are modest increases, we are acutely aware that this is a widening gap, rather than the narrowing gap we are striving for. These figures galvanise our determination to take meaningful action to reduce disparities and
promote fair, inclusive pay across all areas of our firm.

Analysis of our pay quartile data reveals an increase in ethnically diverse representation at both the higher and lower ends of the pay structure. Whilst we are encouraged by the growth in the upper quartile, which signals progress in senior-level representation, the concentration in the lower quartile highlights the need for continued focus. We remain committed to empowering and supporting colleagues to progress. We are also mindful of the need to ensure greater representation across the middle pay bands, where opportunities for advancement must be more accessible and inclusive.

2025 presents a positive outlook regarding gender bonus pay gaps, with both the mean and median gaps showing a reduction.

Reducing both the gender and ethnicity pay gaps and continuing the implementation of our ED&I strategy remain our priority. Based on insights from this year’s analysis, our key commitments for 2026 include:

• Mentoring and coaching: offering targeted support to women and ethnically diverse future leaders, aiming for 50%+ participation.
• Flexible working: reviewing our current flexible working framework and expanding flexible options.
• Enhancing pay transparency around how pay is structured and determined at AC.
• Inclusive recruitment: ensuring blind CVs, balanced panels, inclusive advertising, and candidate support are standard practice.
• Further support for ethnically diverse colleagues: focused on nurturing performance and career progression.”

Ann Houghton
Partner