Gender and Ethnicity Pay Gap report 2023

“As the new senior partner at Anthony Collins (AC), I am personally committed to and excited about our
firm’s critical equity, diversity and inclusion (ED&I) agenda. We are passionate about breaking down barriers that exist and continuing to build a truly diverse, inclusive and equitable environment through our social purpose firm, as well as in society through the services we provide to our clients.

I present our gender and ethnicity pay gap (GPG and EPG) report for 2023 recognising that it demonstrates both progress and challenges for us to address. We are pleased that at the time of writing, we have exceeded our target for 2024 and now have 49% of partners being women. Our partner GPG has gone up. This is because we have internally promoted several females who start at the lower end of the partner pay scale. In the longer term, we expect this to lead to a positive change to our partner GPG.

We are pleased that nearly 90% of our people are now comfortable disclosing their ethnicity. We have
seen a decrease in our median EPG and it remains a priority for us to ensure progress for ethnic
minorities through the firm into senior positions.

Our mean GPG employee figure this year saw a 2.9% increase. From an analysis of the data we are
confident this would have decreased but for a short-term consultancy arrangement we had in place.
Overall, our workforce is 75% female and yet only 66% are women in the upper pay quartile. We know there is still much more we need to do to bring down our GPG.

To continue our journey, we have recently launched a bold new three-year ED&I strategy, following an
internal survey where 96% of our people told us that they trust we will take action and achieve our ED&I
goals. We will continue to work to ensure AC increasingly becomes a place where everyone feels they
belong, believes they can succeed, knows they are respected and trusts they are represented.”

Matthew Wort
Senior partner