This report sets out our Gender Pay Gap reporting information for McGill and Partners UK. 2024 marked our fifth full year of trading and we have continued to build the business at pace, in accordance with our core principles of the Contract of Trust and being intentionally inclusive.
We are mindful of our Gender Pay Gap and broader diversity obligations and that we need to continually work towards having greater female presence in senior roles within our firm.
At McGill and Partners, we believe our greatest asset is our people. We bring together the most diverse, professional and creative minds in the industry to better solve for our clients’ needs – and deliver superior outcomes.
As a firm, we offer an adventure like no other. Our US internship program is designed to give you hands-on experience, industry-leading training and the chance to learn from some of the most experienced professionals in the industry.
Why join our internship program?
Real responsibility from day one – work on meaningful projects that make an impact.
Expert mentorship – Learn from industry leaders who are invested in your development.
Earn as you learn – Gain valuable qualifications while building your career.
A supportive environment – Be part of a welcoming and inclusive culture where different perspectives are valued.
Your Adventure with Us
What makes McGill and Partners truly different is our Contract of Trust – a two-way commitment between the firm and our colleagues. We trust our colleague to take ownership, perform at a high level and contribute to our success. In return, we offer an environment that champions collaboration, flexibility and professional growth. Our interns are no exception – you’ll be empowered to learn, develop and take on challenges that will share your future.
At McGill and Partners, we offer an adventure like no other and provide opportunities that set you up for long-term success. Our apprenticeship programme is designed to give you hands on experience, industry-leading training and the chance to learn from some of the most experienced professionals in the industry.
Why join our apprenticeship programme?
Real responsibility from day one – work on meaningful projects that make an impact.
Expert mentorship – Learn from industry leaders who are invested in your development.
Earn as you learn – Gain valuable qualifications while building your career.
A supportive environment – Be part of a welcoming and inclusive culture where different perspectives are valued.
Applications are now closed for 2025.
Your Adventure with Us
What makes McGill and Partners truly different is our Contract of Trust – a two way commitment between the firm and our colleagues. We trust our colleague to take ownership, perform at a high level and contribute to our success. In return, we offer an environment that champions collaboration, flexibility and professional growth. Our apprentices are no exception – you’ll be empowered to learn, develop and take on challenges that will share your future.
Our Contract of Trust, offers:
Competitive salary & bonus eligibility
A welcome bonus
Equity in the firm
Market leading core benefits, plus our enhanced benefits which include unlimited annual leave and many more.
Whether you’re a school leaver or graduate, this is you chance to be part of an exciting, growing firm that’s redefining the insurance industry.
Hear how our first group of apprentices navigated their journey, what they’ve learned and how they’re shaping their futures at McGill and Partners.
The aim of these guides, produced by McGill and Partners in association with AIRMIC, is to provide a set of toolkits to assist directors in understanding and keeping pace with a range of increasingly complex and fast-changing topics which create both risks and opportunities for the companies they serve. They take the form of 12 questions asked and answered, designed to break each topic down into a manageable set of issues. Whilst the answers to each question will vary depending on the size, maturity, and nature of each company’s business, the responses are designed to be relevant and practical.
This report sets out our 2023 Gender Pay Gap reporting information for McGill and Partners UK. 2023 marked our fourth full year of trading and we have continued to build the business at pace, in accordance with our core principles of the Contract of Trust and being intentionally inclusive.
We are mindful of our Gender Pay Gap and that we need to continually work towards having greater female presence in senior roles within our firm. As mentioned in our report we will do this through recruitment, career progression and development.
On 26 December 2023, the attribution rules relating to corporate criminal responsibilty for economic crimes were extended to senior managers under the Economic Crime and Corporate Transparency Act 2023 (ECCTA). So, who are senior managers for this purpose, and should they be worried?
We have set out to be intentionally inclusive, whether that’s in life experience, background, race, age, gender identity, sexual orientation, disability, or neurodiversity and are proud of the work we are doing in this space.
Recognising that sameness breeds sameness and that there is strength in breadth, we are committed to having a diverse and engaged workforce.
This report sets out our 2022 Gender Pay Gap reporting information for McGill and Partners UK. 2022 marked our third full year of trading and we have continued to build the business at pace, in accordance with our core principles of the Contract of Trust and being intentionally inclusive.
We are mindful of our Gender Pay Gap and that we need to continually work towards having greater female presence in senior roles within our firm. We are proud to have won the Insurance Insider Honours Award for Diversity and Inclusion in 2022 and are committed to continuing to be Changemakers in 2023.
“Family first” a statement that is true for almost everyone, but something that isn’t always openly talked about or in fact encouraged within the business setting. Working long hours and often missing out on key moments in family life is commonplace when you’re constantly striving to achieve and obtain recognition in the workplace. Not, however at McGill and Partners.
I write this looking back at an unforgettable 6-month paternity leave. Six precious months spent with my new-born son Henry, 2-year-old daughter Elsie and wife Erin.
That time has allowed me to become an integral part of family life, strengthening the bond between my children and I at a critical stage in their development. The brain is the only organ not fully developed at birth and 90% of critical brain development happens in the first five years of life. Therefore, the McGill and Partners paternity leave policy has not only given me a wonderful experience and memories that I can cherish, but, quite literally, the opportunity to help create the foundations of a secure family setting that will have psychological benefits for my children for their lifetime.
Of course, those 6 months were not always easy; but it has allowed me to truly appreciate the challenges of full-time parenting. The meltdowns, the routines, the unachieved plans, the negotiations and, perhaps most of all, the patience. I have learnt a lot about myself, and it has helped me to develop various skills that will benefit every aspect of my life. Being a parent is one of the most challenging, yet rewarding jobs in the world, and I am grateful that I could be a constant part of it all during my paternity leave.
“In 2019 we established McGill and Partners with the remit to build a company that differentiates itself through its inclusive culture and leading-edge working practices, underpinned by our Contract of Trust. Our family friendly policies are an example of this, and we are delighted that so many of our colleagues, including Oliver and his family, have taken them up and enjoyed precious time with loved ones. We are also proud of the fact that other companies in our sector are following our lead and introducing similar policies.”
Toby Sisson, Group Head of HR
It seems odd to me now, that this is time that we will never get to spend together again, building the foundation blocks for our family, but even odder that this extended period of paternity leave is not in any way common place within businesses in the UK. Having experienced it myself, all I can say now is that it really should be, and I hope that by sharing my experience it may spark a conversation in other UK businesses to perhaps consider doing the same.
It makes me very proud to be working for a company that understands the importance of family and unashamedly so. They understand that by giving us, their employees, time to enrich our family life, it not only benefits us, the employee, and our family, but it will also benefit the business in the long run, by facilitating a much healthier, happier and more productive workforce.
Thanks to McGill and Partners and my incredible team for making the last 6 months possible.
At McGill and Partners, we are proud of our inclusive culture and celebrate the unique strengths each of our colleagues bring to both their professional and personal lives.
Over the last year, we have run the McGill and Partners Lived Experience campaign to provide all colleagues with a deeper appreciation of the unique set of challenges some of our colleagues’ face or have faced in their lives. The aim was to increase openness; to drive discussion and continue to build a company based on inclusivity. We recognise that, as a new broker, we have an opportunity to be different by design and ensure that our commitment to diversity and inclusion goes beyond lip service or empty promises. As part of this commitment, we are proud that we have built a culture where colleagues feel comfortable enough to volunteer and to be filmed telling their stories for the entire company to watch. These videos are shortened versions of the full-length videos.
We would like to thank every colleague involved.
They are our Changemakers.
Our Campaign
First Episode: It’s OK not to be OK
Chris Stevenson talks candidly about his personal experience of mental health and the support he has found along the way.
Second Episode: But where are you really from?
Rebecca Mason talks about living with everyday racism and its associated microaggressions. She speaks powerfully about the need for the insurance industry and beyond, to adapt and recognise the importance of a diverse workforce.
Third Episode: Thank God it happened in 2016
Claire Powell talks about her cancer journey and how the culture at McGill and Partners has enabled her to find the right work-life balance post cancer.
Fourth Episode: Creating a long-lasting legacy
Harry Watkins talks about losing his twin brother and how he and his family hope to help others through the Charlie Watkins Foundation.
Fifth Episode: Grief never leaves, it just evolves
Shannan Fort talks about her love for her brother and how his death made her examine everything she thought she knew about grief and how she has learned to live with it. Shannan advocates being authentic at work and how McGill and Partners enables this.
Sixth Episode: Abuse doesn’t need to be physical
A colleague bravely talks about being in a coercive, controlling relationship and the sanctuary that work can bring to people in such relationships.
The insurance industry hasn’t always been recognised for having a diverse and inclusive workforce, especially when it comes to members of the LGBTQ+ community.
As a new broker, set to do things differently, McGill and Partners want to be a catalyst for positive change, addressing this issue as a vocal ally in the sector.
We’re creating a safe and inclusive environment and we want all our colleagues to feel confident bringing their whole identity to work. The most important asset in our firm is our people and we’re committed to empowering everyone to achieve their full potential, regardless of their sexuality or gender identity.
We’re also joining Link – the LGBTQ+ Insurance Network – on their mission to make the insurance industry the employer of choice for the LGBTQ+ community, highlighting needs and issues and raising money for LGBTQ+ charities. We’re delighted to be sponsoring this year’s Link Insurance Pride 2021.
Celebrating Pride 2021
Diversity is critical for any strong team, and we’re taking every opportunity to be supportive allies of the LGBTQ+ community. To celebrate Pride month, we’re hosting unique events for our clients and colleagues to highlight the invaluable contributions of LGBTQ+ people to society:
Equality in sport: A conversation with Anita Asante
3rd June, 4.30-5.30pm BST
Anita Asante is the former England football defender and 2012 GB Olympian with 71 international caps. Anita is both a sportsperson and seasoned academic, using her voice to advocate for minority groups as an Ambassador for Show Racism the Red Card and Amnesty International UK.
We invited Anita to talk about leadership, the importance of diversity to high performing teams, and challenging perceptions.
LGBTQ+ arts: A conversation with Clare Barlow
June 30th, 4:30-5.30pm BST
Clare Barlow is the curator of the Tate’s acclaimed exhibition: Queer British Art 1861-1967.
Clare will be talking about how the LGBTQ+ community found itself, found each other and fought for their freedoms in the years before decriminalization – despite setbacks, the queer past is ultimately a story of self-discovery, community and liberation.
