Gender Pay Gap listening project: understanding experiences, driving change

As part of our commitment to creating more inclusive pay, reward and promotion processes, we undertook a series of Gender Pay Gap listening sessions with colleagues across the business, to better understand the factors contributing to our gender pay gap at Womble Bond Dickinson (WBD). Delivered in collaboration with WBD Thrive, our women’s network, these sessions form a key part of our wider Diversity, Equity and Inclusion (DEI) project and our long‑term ambition to close our gender pay gap.

Led by our DEI team, phase one of the project involved in‑depth conversations with lawyers; ranging from managing associates to equity partners (both male and female), from a variety of business groups, and with various working patterns. Through structured, confidential discussions, participants shared their experiences of career progression, workload allocation, flexible working, the transparency of our promotion, pay and reward processes, and more. Participants highlighted the importance of consistency in line management, and the role that managers play in shaping day‑to‑day experiences that influence career development.

These conversations provided invaluable insights and visibility around factors (both structural and perceived) that may be contributing to our gender pay gap. Utilising the findings from the sessions, our DEI team have been working closely with senior leaders in People Support, People Development, Finance and Talent Acquisition to develop a Gender Pay Gaps action plan, which outlines targeted steps to address the themes raised.

Looking ahead, we will continue to utilise listening sessions to understand the lived experiences of our colleagues, ensuring ongoing dialogue supports the co-creation of actions and initiatives aimed at building a more equitable future for all colleagues, in both fee earner and business services roles.