Johnson Winter Slattery (JWS) welcomes the third round of WGEA’s public reporting of gender pay gap information for organisations with 100+ employees.
Overall approach to gender equality
JWS is committed to promoting gender equality and it remains a key priority within our Diversity & Inclusion Strategy.
Through initiatives such as our active Gender Equality Network (championed by female and male partners), we are pleased with the continued increase in the number of women in our partnership. Over the past six years, our female partner representation has grown from 17 per cent (in 2020) to now 35 per cent (in 2026).
Our gender pay gap
While our workforce has continued to grow, we’ve supported our people through a range of measures to ensure gender pay equity. This includes:
a. consistently assessing the roles across our firm and relevant salary bands;
b. reviewing remuneration based on available data; and
c. reviewing remuneration bands annually during our performance and remuneration review period.
We use both internal and external guidance to ensure this meets, or exceeds, industry standards.
We are pleased that the median total remuneration gender pay gap for the JWS Partnership is 2.9 per cent and our Services Trust is -3.7 per cent, both markedly lower than the comparison group of 10.4 per cent.
The average total remuneration gender pay gap for the JWS Partnership is 11 per cent being 3.8 per cent lower than our legal industry comparison group of 14.8 per cent.
The JWS Partnership has a median base salary gender pay gap of 4.4 per cent. This is 4.7 per cent lower than our industry comparison group median base salary gender pay gap of 9.1 per cent.
In relation to gender composition by pay quartile, our Corporate Entity has 60 per cent females in the Upper Quartile and 61 per cent in the Upper Middle Quartile.
Drivers of our gender pay gap
We know that women in the legal industry may encounter barriers. To minimise any potential barriers, JWS continues to ensure appropriate support through our path to partnership program, flexible working options and mentoring/sponsorship programs.
Strategies for continuing to reduce our gender pay gap
Read more about our strategies for continuing to reduce our gender pay gap.
