This is BKL’s first Gender Pay Gap report. We are not required to publish it, but we have chosen to – because being transparent about where we stand is an important part of who we are.
Fairness and inclusion are not just aspirations for us. They are essential to building a workplace where people can grow and feel valued.
The gender pay gap is not about equal pay for equal work, but about the overall shape of our organisation: how roles are structured, who holds the most senior positions, and how opportunities are accessed. Our report shows that, like many firms in our sector, we have more to do when it comes to representation at the top. That is where the gap is most visible and where we are focusing our attention.
At the same time, we are already taking meaningful steps. We have:
We have also invested in better systems to track data around promotions and progression, so we can make more informed decisions and continue to improve over time.
We know that publishing a report does not create change on its own. That is why we have also chosen to share data on career progression, giving a more complete picture of how women are faring across BKL.
These actions reflect our wider commitment not just to understanding the gap, but to closing it.
