Baker McKenzie is aiming to boost the amount of black, Asian and minority ethnic (BAME) employees across its London office, targeting a 14 percent workforce make-up.

The firm has not set a date to achieve this level of representation, which was announced in its gender pay gap report, released today (21 March).

Based on a snapshot figure taken in April 2018, there was a mean 17 percent and median 34 percent hourly pay gap for the firm's BAME employees, excluding partners. In the same group, there was a 34 percent mean and 48 percent median bonus gap.

Some 67 percent of partners disclosed their ethnicity for the report, which found that of that group, the firm has a 7 percent mean and no median ethnicity pay gap. The firm's London office employees, including partners, have a 60 percent mean pay gap and 62 percent bonus gap.

The report states: "We will be working towards achieving (or maintaining) as a minimum, 14% BAME representation through all levels of the firm, with a specific focus on partnership and senior leadership levels.

"We are realistic that these measures might take time to take effect – meaningful and lasting change doesn't happen overnight – but we are determined to make progress, and believe we have the right initiatives in place to do so."

The firm also reported its partner pay gap for the first time.

Its total partnership has a mean gender pay gap is 14 percent, while its median gap is 30 percent. However, female partners fare better when it comes to bonuses, as the mean calculation shows women receive 26 percent more in bonuses, and no gap based on median figures.

Across all levels of employee at the office however, the mean gender pay gap is 51 percent in favour of men, alongside a mean bonus gap of 68 percent.