Forvis Mazars in the UK pay gap report 2025
Our latest report highlights our gender and ethnicity pay gap data, together with the actions we’re taking to create an equitable and inclusive culture where everyone is empowered to achieve their full potential.
“A truly inclusive culture doesn’t happen by chance. It’s shaped by the choices we make, the voices we listen to and the respect we show one another. That’s how we create a place where our people feel they belong.”
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’ve made real strides in strengthening inclusion and creating an environment where our people feel supported to grow and reach their potential. Our focus on building an inclusive culture shapes the way we develop talent, support our teams and work together every day.
This report shows our collective efforts are helping to reduce our gender and ethnicity pay gaps. It reflects the steps we’re taking to widen access to opportunities, nurture diverse talent, make fair, transparent decisions and create equitable outcomes across the firm.
I’m proud of the progress we’re making and I’m equally clear that our journey continues. We remain committed to increasing representation and strengthening equity across our firm, guided by our culture statements and our long-term diversity, equity and inclusion ambitions.”
Head of People
Margaret Laidlaw
Gender
Toby Stanbrook
Contact
COO and Deputy CEO
Contact
UK CEO
James Gilbey
Gender
Ethnicity
Our gender and ethnicity pay gaps at a glance
Ethnicity
Gender
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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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Supporting those at the start of their careers is central to our commitment to widening access to our profession and building a more inclusive future talent pipeline. Through structured work experience, insight and internship programmes, we help students from all backgrounds explore professional services, develop their skills and feel confident taking their next step.
Through our long-standing partnership with Access Accountancy, we continue to support individuals from socially diverse backgrounds to enter our industry. By providing structured work experience, practical skills development and guidance on pathways such as apprenticeships, we’re supporting students to build confidence, strengthen employability and take their first steps into professional services.
In 2024, we launched our Spring Insight Programme for first year undergraduates from underrepresented groups, offering networking, panel discussions and employability sessions, with participants receiving early access to the following year’s internship opportunities. Our Future Talent programmes reflect our commitment to fairness, transparency and inclusion for every candidate.
Our median ethnicity gap is -4.6% (-5.2%)
Our mean ethnicity gap is 4.7% (+3.1%)
Our median gender pay gap is 1.9% (+0.8%)
Our mean gender pay gap is 3.2% (-1.8%)
Our commitment to diversity, equity and inclusion
We aim to reflect the diversity of the clients and communities we serve so we can deliver exceptional quality and an unparalleled client experience.
Through our diversity, equity and inclusion strategy, we’re committed to ensuring our firm is a place where everyone feels they belong, can grow and make an impact by:
Living our culture statements each day: we do the right thing, we show respect and we take responsibility.
Building diverse talent pipelines and strengthening representation at all levels of our firm.
Ensuring diversity, equity and inclusion shape our decisions and the actions we take.
Our gender and ethnicity pay gaps reflect a higher representation of men and people from white backgrounds at senior grades, where pay is typically higher.
Our ongoing work to increase the representation of women and ethnic minority colleagues is contributing to a reduction in our pay gaps over the long-term.
Key findings
Our pay gaps for gender and ethnicity as of 5 April 2025
(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’re on track to meet our targets for our partner population and are placing additional focus on progressing towards our director targets in 2025-2026.
Championing inclusion
Ambitions
Leading from the top
Speaking up
Networks
Our employee networks are a vital part of how we strengthen inclusion, belonging and community, enabling colleagues to come together, share lived experiences and shape our DEI agenda. Open to everyone, including allies, they connect people from across the firm, ensuring all voices and experiences are listened to and valued.
Our networks play an important role in influencing our strategy and policy, helping us improve and raise awareness of the barriers some groups may face. They meet regularly and share resources that help build understanding and foster an inclusive culture.
Our Inclusion Alliance brings together network leads with senior leaders and our Executive team to hear first-hand lived experiences across our networks. They share insights, highlight challenges and ensure we continue to make meaningful progress on inclusion and equity. It acts as a direct channel into leadership, ensuring the perspectives and experiences of our networks inform our decision making.
Speaking up
Networks
Enhancing our culture of inclusion
HigherIn & DfE Top 100
Apprenticeship Employers Rankings
Social Mobility Pledge
Stonewall LGBTQ+ Inclusive Employer Silver Award 2023
Women in Finance Charter
Neurodiversity in Business
Access Accountancy
Business Disability Forum
The Valuable 500
Our commitments, awards and recognition
Embedding diversity, equity and inclusion throughout all that we do
Inclusive internship programmes.
Menopause Workplace Pledge
Times Top 100 Graduate Employers for 2025
Times Top 100 Apprenticeship Employers for 2025
HigherIn Rate My Apprenticeship Top 100
Undergraduate Employers Rankings
Race at Work Charter
Progress towards our ambitions
We’re committed to representing the diversity of our clients at all levels of Forvis Mazars to enable us to deliver an unparalleled 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’ve been a signatory to the HM Treasury’s Women in Finance Charter since 2018.
14%
8%
8%
Ethnic representation among partners
46%
40%
36%
Female directors
46%
40%
36%
Female partners
2024
2025
2028 target
To ensure progress, we continue our focus on targeted actions across the employee life cycle to provide equity and to create a level the playing field for all. Using data insights and through listening sessions, we will focus on strategic actions that further embed equity. Since our last report, we have focused on ongoing education, launching a suite of learning for leaders on topics such as inclusive leadership and building cultural allyship, creating equity in the moments that matter.
Ethnicity
Gender
Ethnicity
Gender
As part of our commitment of increasing ethnic diversity across our firm, we’ve set a partner ethnicity target of 14% by 2028. As of 2025, we’ve achieved 8% representation, up from 5% when we set the ambition in 2021.
Creating an inclusive culture is a shared responsibility and one that starts with our leaders. Guided by our strategy and firmwide commitment to accelerating inclusion as a key part of our culture, our focus is on partners as leaders who role model inclusive behaviours.
We continue to support partners and senior leaders with practical tools, dedicated learning and spaces to reflect on how they can champion equity and belonging every day. By strengthening inclusive leadership across the firm, we ensure leaders play an active role in shaping a culture where every member of our team can grow and achieve their potential.
Diversity, equity and inclusion
Creating a culture of belonging through our employee networks
“Every year I’m reminded how powerful our networks are in shaping the culture we all experience. They connect people, create safe spaces for honest conversations and help us understand each other’s lived experiences in a way that truly strengthens our firm. When we come together like this - listening, learning and lifting one another up - we build a workplace where everyone feels they belong and reach their potential. That’s the heart of inclusion for me, and why our networks remain such an important part of who we are.”
Partner and Chair of the Forvis Mazars disAbility network
Sue Kukadia
We’re committed to creating a safe, respectful and inclusive environment and we encourage all team members and partners to speak up about anything that doesn’t align with our values.
Speaking up is a core part of how we live our culture statements - we do the right thing, we show respect and we take responsibility - and is essential to maintaining the trust of our people, our clients and our communities. Our aim is to create a culture of integrity, transparency and accountability where everyone feels heard and supported, and where any issues are addressed and resolved.
We also work closely with our employee networks to understand lived experiences across the firm and strengthen psychological safety. Their insight helps us identify barriers, build confidence and ensure that everyone, regardless of background or role, feels empowered to speak up.
Speaking up is a shared responsibility. By listening, responding and acting with care, we continue to build a workplace where people feel valued, and where doing the right thing is at the heart of how we work.
Promoting a culture of speaking up
Fovis Mazars LLP
Forvis Mazars in the UK
Forvis Mazars pay gaps in detail
Our regulatory reporting is based on the snapshot date of 5 April 2025.
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 LLP team members at the snapshot date of 5 April 2025. This year’s pay gap reporting reflects our transition from a Limited company to an LLP, and comparisons with prior years should be viewed in the context of this structural change. 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 on 5 April 2025 received for our last financial year which ended on 31 August 2024.
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
Championing inclusion
Ambitions
Firm Partner Sponsor for Diversity, Equity and Inclusion
Suresh Patel
Contact
Head of People
Margaret Laidlaw
Forvis Mazars in the UK
Gender pay gaps in detail
Fovis Mazars LLP
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 LLP
Ethnicity pay gaps in detail - quartiles
Forvis Mazars LLP
Gender pay gaps in detail - quartiles
Forvis Mazars LLP
Ethnicity pay gaps in detail
Forvis Mazars LLP
Gender pay gaps in detail
Ethnicity
*Including 2% black partner representation
Partner and Network Lead for the Balance Network
Deniz Nadiri
“Creating equity starts with understanding the different challenges people face throughout their lives and careers. For me, this begins with empathy and giving people a safe space to share their stories, access mentors and feel supported to grow. When we make room for open conversations and champion one another, we build an environment where everyone feels supported, understood and able to progress in their own way.”
Diversity, Equity and Inclusion Partner Sponsor
Martin Orme
“Being a partner sponsor is about showing up for our people. Our role is to listen, champion equity and to help create the conditions for fair and inclusive outcomes across the firm. I'm proud of the progress we're making and the way we continue to learn from one another. We will keep building on this momentum. When we lead with care, curiosity, and accountability, we strengthen the culture our teams deserve.”
DEI Partner Sponsor, Financial Planning
Hina Desai
“Creating an inclusive culture relies on people feeling safe to speak up and knowing they’ll be heard and supported. This is one of the most important parts of our leadership culture. When colleagues raise concerns or share their experiences, it helps us understand their perspective, where we can do better and how we can support each other more. Speaking up is brave and an act of trust, and it’s our responsibility to honour that trust with openness, respect, and accountability.”
Championing inclusion
2024
2025
2028 target
2024
2025
2028 target
2024
2025
2028 target
“Creating equity starts with understanding the different challenges people face throughout their lives and careers. For me, this begins with empathy and giving people a safe space to share their stories, access mentors and feel supported to grow. When we make room for open conversations and champion one another, we build an environment where everyone
feels supported, understood and able to progress
in their own way.”
Partner and Chair of the Forvis Mazars disAbility network
Sue Kukadia
“Every year I’m reminded how powerful our networks are in shaping the culture we all experience. They connect people, create safe spaces for honest conversations and help us understand each other’s lived experiences in a way that truly strengthens our firm. When we come together like this - listening, learning and lifting one another up - we build a workplace where everyone feels they belong and reach their potential. That’s the heart of inclusion for me, and why our networks remain such an important part of who we are.”
Our employee networks are a vital part of how we strengthen inclusion, belonging and community, enabling colleagues to come together, share lived experiences and shape our DEI agenda. Open to everyone, including allies, they connect people from across the firm, ensuring all voices and experiences are listened to and valued.
Our networks play an important role in influencing our strategy and policy, helping us improve and raise awareness of the barriers some groups may face. They meet regularly and share resources that help build understanding and foster an inclusive culture.
Our Inclusion Alliance brings together network leads with senior leaders and our Executive team to hear first-hand lived experiences across our networks. They share insights, highlight challenges and ensure we continue to make meaningful progress on inclusion and equity. It acts as a direct channel into leadership, ensuring the perspectives and experiences of our networks inform our decision making.
Creating a culture of belonging through our employee networks
2024
2025
2028 target
38%
31%
30%