Forvis Mazars in the UK pay gap report 2024
We’re pleased to share our latest report, which shows our gender and ethnicity pay gap data alongside the actions we are taking to create an exceptional culture that empowers everyone to bring their best.
“We believe our culture is what sets us apart. We embrace diversity in all its forms, and strive to create a truly inclusive environment where every team member has a true sense of belonging and is supported to succeed.”
We confirm that we have reviewed the Forvis Mazars pay gap data provided which has been collated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
We’re dedicated to ensuring that Forvis Mazars is a place where everyone has a strong sense of pride and belonging, where there is a level playing field for all and where every individual can thrive and succeed. I’m incredibly proud of what we’ve achieved, and believe our actions demonstrate our continued commitment to placing inclusion and diversity at the heart of who we are as an organisation.
We know that we still have more work to do. We will continue to challenge ourselves to close our pay gaps even further, enhancing our inclusive culture that makes Forvis Mazars truly a great place to work.
Head of People
Margaret Laidlaw
Our gender pay gaps at a glance
Toby Stanbrook
Contact
COO and Deputy CEO
Contact
UK CEO
James Gilbey
Gender
Ethnicity
Our gender and ethnicity pay gaps
Ethnicity
Gender
Our ethnicity pay gaps at a glance
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Carbon Reduction Plan
The Forvis Mazars Group has committed to achieving net zero emissions by 2045.
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Corporate Social Responsibility
Making a proactive contribution to our communities and wider society has always been fundamental to our values and the way we do business.
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Inclusion, diversity and wellbeing
We are dedicated to ensuring we are an organisation where people have a sense of belonging and pride, can make meaningful contributions, and be who they are.
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One of our focuses has been on widening and improving access to our firm and the wider industry. To help us achieve this, we have a long-standing partnership with Access Accountancy, through which we delivered 80 opportunities to sixth form students from lower socio-economic backgrounds to build their professional networks and employability skills.
We are founding supporters of 10,000 Able Interns and 10,000 Black Interns, and this year welcomed 26 interns across these programmes. Many of them have told us that their time with us has helped them better understand the profession and the opportunities available to them and encouraged them to consider a career in accountancy and professional services.
Our inclusive programmes for those early in careers continue to expand, and we’re very proud to have been recognised in the Times Top 100 Graduate Employers for 2024 and to have again been named as one of the Top 100 Apprenticeship Employers for 2024 and in the Rate My Apprenticeship Top 100 Rankings.
Our median ethnicity gap is -9.8% (+2.2).
Our mean ethnicity gap is 1.6% (+0.8).
Our median gender pay gap is 1.1% (±0).
Our mean gender pay gap is 5.0% (-0.2).
Our commitment to inclusion and diversity
We aim to represent the diversity of the clients we serve to enable us to deliver exceptional service.
Through our inclusion and diversity strategy, we’re constantly enhancing our inclusive culture, where every team member feels they belong and can succeed by:
Living our culture statements each day: we do the right thing, we show respect, and we take responsibility.
Having diverse representation at all levels of our firm.
Inclusion and diversity being embedded throughout all that we do.
Gender and ethnicity pay gaps are driven by greater levels of representation of men and people from white backgrounds at senior grades, where pay is typically higher.
Our data shows our actions are helping to increase representation of women and team members from ethnic minority backgrounds, which is reducing our pay gaps over the longer term.
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Key findings
Our pay gaps for gender and ethnicity as of 5 April 2024 (YoY change):
For ethnicity, our mean pay gap remains low at 1.6%, while our median remains negative at -9.8%. These figures are down from 8.9% and 4.5% respectively from when we first voluntarily reported in 2018.
Our gender pay gaps of 5.0% (mean) and 1.1% (median) are our lowest ever published, They are significantly down from 13.7% (mean) and 6.3% (median) from when we first reported in 2017.
Ethnicity
Ethnicity
Gender
Gender
Ethnicity
Gender
Forvis Mazars in the UK partner and team member gender and ethnicity pay gaps
Significant and consistent progress in recent years means we are on track to meet our targets for our Partner and Senior Manager Populations and are placing additional focus on progressing towards our Director Targets in 2024-2025.
Partner goals
Ambitions
Leading from the top
Speaking up
Networks
We have eleven employee networks across the firm that are open to all team members and partners. This year our network membership increased by 61%, and they play a pivotal role in creating a culture of belonging by connecting our team members around causes that matter and bringing lived experiences into our I&D actions.
Our Inclusion Alliance brings together the leads of our employee networks with senior leaders from across our business on a regular basis. They meet to discuss important topics, address any issues or barriers, and ensure we’re making positive progress.
Speaking up
Networks
Enhancing our culture of inclusion
Rate My Apprenticeship Top 100 Rankings
Women in Finance Charter
Neurodiversity in Business
Access Accountancy
Business Disability Forum
The Valuable 500
10,000 Able Interns
10,000 Black Interns
Our commitments, awards and recognition
Embedding inclusion and diversity throughout all that we do
Inclusive internship programmes.
Stonewall LGBTQ+ Inclusive Employer Silver Award 2023
Times Top 100 Apprenticeship Employers for 2024
Menopause Workplace Pledge
Times Top 100 Graduate Employers for 2024
Social Mobility Pledge
Progress towards our ambitions
We’re committed to representing the diversity of our clients at all levels of Forvis Mazars to enable us deliver exceptional service. To drive progress and accountability, we set ambitions to monitor our progress:
As part of our commitment to ensuring gender balance across Forvis Mazars, we have been a signatory to the HM Treasury’s Women in Finance Charter since 2018.
13%
8%
8%
Ethnic representation among partners
50%
49%
48%
Female senior managers
46%
36%
35%
Female directors
32%
30%
28%
Female partners
Financial year
2023
Financial year
2024
Financial year
2027 target
Financial year
2023
Financial year
2024
Financial year
2027 target
Significant and consistent progress in recent years means we are on track to meet our targets for our Partner and Senior Manager Populations and are placing additional focus on progressing towards our Director Targets in 2024-2025.
Financial year
2023
Financial year
2024
Financial year
2027 target
Financial year
2023
Financial year
2024
Financial year
2027 target
Ethnicity
Gender
Ethnicity
Gender
As part of our commitment of increasing ethnic diversity across our firm we have set a partner ethnicity target of 13% by 2027. As of 2024, we have achieved 8% representation, up from 5% when setting the ambition in 2021.
We educate and empower senior leaders to role model inclusive behaviours, with programmes dedicated to supporting partners with their own learning journey to help us embed inclusion throughout every aspect of life at Forvis Mazars.
That’s why every partner in our firm has an inclusion, diversity and wellbeing goal in their annual performance objectives, bespoke to their role and team. All our partners regularly spend time focusing on their partner sponsor goals in dedicated sessions focused on the key role they play as decision makers and role models for inclusion.
Inclusion, diversity and wellbeing partner goals
Creating a culture of belonging through our employee networks
“Our networks are at the centre of our work to protect and enhance our inclusive culture where all our people feel they belong. We bring people together to be better connected, raise awareness and upskill all our team members on what it means to be a truly inclusive workplace.”
Partner and Chair of the Forvis Mazars DisAbility network
Sue Kukadia
Inclusion, Diversity & Wellbeing Partner Sponsor for Audit
Sameena Fonseca
“I’m incredibly proud of our support to the firm’s inclusion and diversity agenda. As Partner Sponsors, we aim to lead by example, offering visible support and making sure Inclusion & Diversity are considered in all the key moments to ensure fair outcomes for all our team members.”
We encourage all team members and partners to speak up about anything that doesn’t align with our values; from calling out non-inclusive behaviours to whistleblowing.
By enabling everyone to voice their concerns and share their experiences, our aim is to create a culture of transparency, safety and accountability, where every individual feels heard and valued, and any issues are addressed and resolved.
We are working with our employee networks to ensure that everyone in our firm feels empowered to speak up, and to support us in developing and embedding a speaking up culture at Forvis Mazars.
Promoting a culture of speaking up
Fovis Mazars LTD
Forvis Mazars in the UK
Forvis Mazars pay gaps in detail
Our regulatory reporting is based on the snapshot date of 5 April 2024.
The gender and ethnicity pay gaps show the difference between the average hourly pay between male and female team members, and white and ethnic minority team members (respectively) at Forvis Mazars.
The gender pay gap is distinct from equal pay, which is about ensuring that men and women are paid the same for carrying out work of equal value.
As an employer of more than 250 employees, we are required to report on our gender pay gap for Forvis Mazars Limited team members at the snapshot date of 5 April 2024. In line with our commitment to transparency, we also voluntarily publish our data for Forvis Mazars in the UK team members.
We voluntarily publish our pay and bonus gap figures for our ethnic minority team members. We follow the gender pay reporting methodology to calculate our ethnicity pay, excluding those who have not disclosed or prefer not to share their ethnicity.
Partners are excluded from the statutory reporting requirements. However, to ensure transparency and accountability, we continue to voluntarily disclose our gender and ethnicity pay gaps for this group.
We are confident that we meet our equal pay obligations as a result of our regular analysis and monitoring.
Pay gap reporting
Reporting for team members and partners
Pay gap
reporting
Guide to our definitions and calculations
Mean, median
and quartiles
Reporting for team members and partners
Mean, median
and quartiles
Pay gap
reporting
Reporting for team members and partners
Mean, median
and quartiles
Pay gap
reporting
The mean shows the difference between the average hourly rate of pay and the mean bonus payments of male team members compared to that of female team members, and white employees compared to ethnic minority team members.
The median shows the difference in the median hourly rate of pay and the median bonus payments of the ‘middle’ team members of the above-mentioned group.
The quartiles are calculated by ranking the pay for each team members from lowest to highest. This list is then divided into four equal sized groups.
Mean, median and quartiles
Our calculations are based on:
Employee pay gaps before bonus for the combined UK firm.
Profit share (i.e. earnings) that our partners at 5 April 2024 received for our last financial year which ended on 31 August 2023.
Combined post bonus difference between partner total earnings and team members total earnings for both men and women, as well as white and ethnic minority employees and partners.
The calculations used are a combination of base pay and bonuses as we believe that this is the best means for comparing partner and team members earnings side by side.
Reporting for team members and partners
Partner goals
Ambitions
Partner Sponsor for Inclusion and Diversity
Suresh Patel
Contact
Head of People
Margaret Laidlaw
Forvis Mazars in the UK
Gender pay gaps in detail
Fovis Mazars LTD
Forvis Mazars in the UK
Forvis Mazars in the UK
Ethnicity pay gaps in detail
Forvis Mazars in the UK
Gender pay gaps in detail - quartiles
Forvis Mazars in the UK
Ethnicity pay gaps in detail - quartiles
Forvis Mazars LTD
Ethnicity pay gaps in detail - quartiles
Forvis Mazars LTD
Gender pay gaps in detail - quartiles
Forvis Mazars LTD
Ethnicity pay gaps in detail
Forvis Mazars LTD
Gender pay gaps in detail