New In-House Counsel Compensation & Career Survey Reports Significant Increase in Average Base Salary
New In-House Counsel Compensation & Career Survey Reports Significant Increase in Average Base Salary
The report also relates little progress in the gender wage gap and equal pay for racialized and disabled lawyers, good progress in work-life balance satisfaction, and evidenced different views between in-house counsel and employers regarding work arrangements.
報告還指出，在性別薪酬差距和種族和殘疾律師的薪酬平等方面取得了很少的進展，在工作與生活平衡滿意度方面取得了良好的進展，並證明公司法律顧問和僱主在工作安排方面存在不同觀點。
TORONTO, ON / ACCESSWIRE / June 6, 2024 / According to the report released today by The Counsel Network, now part of Caldwell, and The Canadian Corporate Counsel Association (CCCA), the national base salary in Canada for in-house counsel increased significantly, female in-house counsel continue to earn less than their male counterparts overall, pay for racialized and disabled lawyers is still a challenge, and retail/hospitality/food and beverage/consumer products is the highest paying industry. Satisfaction with work-life balance increased compared to 2022. The survey was conducted between January 15, 2024 to April 2, 2024.
多倫多時間2024年6月6日/ACCESSWIRE/——根據今天發佈的報告，The Counsel Network（現已成爲卡德威爾的一部分）和加拿大企業法律顧問協會（CCCA）的報告顯示，加拿大公司法務顧問的全國基本工資顯着增加，女性公司法務顧問整體收入依然低於男性，少數族裔和殘疾律師的薪酬仍然是一個挑戰，零售/酒店/食品和飲料/消費品是薪資最高的行業。與2022年相比，工作和生活平衡的滿意度有所提高。該調查在2024年1月15日至4月2日期間進行。
National average base salary increases are significant
The results show that national average base salary stands at $196,000, an 8.9% increase over $180,000 in 2022 and a 17% increase over $167,500 in 2020. Ontario respondents report average base salaries above the national average. British Columbia and Alberta are close to the national average, while Central Canada, Quebec, Atlantic Canada lag behind the national average.
全國平均基本工資的增長非常明顯。結果顯示，全國平均基本工資爲196,000美元，比2022年的180,000美元增長了8.9％，比2020年的167,500美元增長了17％。安大略省的受訪者報告的平均基本工資高於全國平均水平。不列顛哥倫比亞省和阿爾伯塔省接近全國平均水平，而中部加拿大、魁北克和大西洋加拿大地區的基本工資水平落後於全國平均水平。
調查結果顯示，公司法務顧問最受歡迎的行業繼續是金融服務、保險業和銀行業，其次是政府。今年的最高平均基本工資出現在零售/酒店/食品和飲料/消費品（230,000美元）、房地產（220,000美元）和信息技術（218,000美元）行業。
Consistent with the previous survey, the sector most represented by in-house counsel continues to be financial services, insurance, and banks, followed by government. This year the highest average base salaries are found in the retail/hospitality/food & beverage/consumer products ($230,000), real estate ($220,000), and information technology ($218,000) sectors.
年度基本工資增長最快的行業分別是信息技術（增長了28,000美元）、建造業（增長了25,000美元）、金融服務/保險/銀行業（增長了22,000美元）和房地產（增長了24,000美元）。
The largest gains in annual base salaries are in information technology (up $28,000), construction (up $25,000), financial services/insurance/banks (up $22,000), and real estate (up $24,000).
卡德威爾的合夥人Dal Bhathal表示：“基本工資的增加反映了自上一次調查以來市場的變化。雖然大規模的辭職浪潮始於2021年，但在2022年達到了高峰，使私人執業和公司內部的律師之間的競爭加劇，迫使僱主提高多年未見的補償率。”
"The increase in base salaries reflects the market shift since the last survey. Although the Great Resignation started in 2021, it peaked in 2022, increasing competition for lawyers in private practice and in-house. This compelled employers to raise compensation at rates not seen for years," said Dal Bhathal, Partner at Caldwell.
調查結果顯示，女性公司法務顧問的總平均基本工資低於男性。2024年，女性公司法務顧問的平均基本工資比男性公司法務顧問低21,500美元。這個差距在2022年是24,000美元，在2020年是19,000美元。最大的差距仍然在更高的薪資水平上，34％的女性平均收入超過20萬美元，而同樣收入的男性比例爲52％。2024年，女性在五個公司法務顧問職位中的兩個職位（助理/副總顧問和GC高管級別）的平均工資高於男性。GC董事級別的差距仍然爲11,500美元，低於2022年（22,000美元）和2020年（20,000美元）的差距。
Gender wage gap continues
The results show that the total average base salary of female in-house counsel is lower than their male counterparts. In 2024, female in-house counsel report an average base salary $21,500 less than male in-house counsel. The gap was $24,000 in 2022 and $19,000 in 2020.
Bhathal評論說：“看到性別薪酬差距依然存在是令人失望的。雖然在過去的兩年中我們看到了略微的減少，但在實現男女同工同酬之前還有很長的路要走。”
調查結果顯示，少數族裔和非少數族裔律師的薪酬差距繼續存在。超過四分之一（26％）的律師說他們屬於少數族裔，並報告說比非少數族裔律師的平均工資低7,500美元。這個差距在2020年是12,000美元，2022年是8,000美元。結果還表明，殘疾人士的平均工資比無殘疾人士低了34,500美元。這個差距要比2022年（17,000美元）和2020年（18,500美元）看到的差距大得多。工作場所是這一發現的因素，大多數殘疾律師在政府或非盈利部門工作，這些部門報告的平均基本工資水平較低。此外，從資歷層面看，殘疾人士在GC董事級別和GC高管級別這兩個最高層級的職位上代表性較少。
The most substantial gaps continue to be seen at higher wage levels, with 34% of females receiving a mean salary of over $200,000, compared to 52% of males who earn the same amount. In 2024, for the first time, females report higher average salaries than males in two of five in-house counsel roles: Assistant/Associate GC and GC Executive Level. The gap in GC Director level, while still at $11,500, is lower than that seen in 2022 ($22,000) and 2020 ($20,000).
Bhathal表示：“雖然非少數族裔律師和少數族裔律師之間的薪酬差距略微減少並不令人鼓舞，但殘疾律師和沒有殘疾的律師之間薪酬差距的大幅增加令人非常失望。結果再次突顯了在多樣化、公平和包容方面需要繼續努力。定期報告差距對實現同工同酬至關重要。我們很自豪能夠在這些努力中提供幫助。
"It is disappointing to see that the gender pay gap remains. Although we have seen a slight reduction in the last two years, there is still a long way to go before we can achieve equal pay for women and men," commented Bhathal.
薪酬仍然是轉移另一家僱主的最大動力因素。2024年，47％的公司法務顧問提到了這個因素，遠高於2022年的39％和2020年的37％。接下來的兩個最強的動力因素是更好的工作/生活平衡（10％）和晉升（9％）。雖然工作/生活平衡在過去三個調查報告中保持在穩定的9-10％，但晉升已經不再是一個主要動力因素了（2020年：15％，2022年：12％，2024年：9％）。
Diversity and compensation
This was the third year additional information was collected on compensation for racialized and non-racialized lawyers. Just over one-quarter (26%) of the group identify as racialized lawyers and report a mean salary $7,500 below that reported by non-racialized lawyers. The gap was $8,000 in 2022 and $12,000 in 2020.
Bhathal表示：“自我們2009年的第一項研究以來，薪酬和晉升一直是公司法務顧問轉換僱主的前兩個最強動力因素。有趣的是，自2020年以來，工作/生活平衡已經超過了晉升成爲第二大動力因素，反映了大流行和經濟不確定性帶來的優先事項變化。”
本次調查是第三年額外收集關於少數族裔和非少數族裔律師的薪酬信息。略高於四分之一（26％）的人群認爲自己是少數族裔律師，並報告說比非少數族裔律師的平均工資低了7,500美元。這個差距在2022年是8,000美元，2020年是12,000美元。結果還表明，殘疾人士的平均工資比無殘疾人士低了34,500美元。這個差距要比2022年（17,000美元）和2020年（18,500美元）看到的差距大得多。大多數殘疾律師在政府或非盈利部門工作，這些部門報告的平均基本工資水平較低。此外，從資歷層面看，殘疾人士在GC董事級別和GC高管級別這兩個最高層級的職位上代表性較少。
Results also showed persons with disabilities report a mean salary $34,500 less than non-disabled persons. This is a large increase from gaps seen in 2022 ($17,000) and 2020 ($18,500). Workplace appears to be a factor in this finding - most lawyers with disabilities work in government or not-for-profit sectors, which report lower mean base salaries. Additionally, looking at seniority level, persons with disabilities are less represented at the two most senior roles: GC Director Level and GC Executive Level.
Bhathal表示：“法律職業持續認爲需要建立多樣性，而這些統計數據支持了這個需求。”同時，Bhathal還指出：“少數族裔律師和非少數族裔律師之間薪酬差距減少的趨勢並不令人鼓舞，而殘疾律師和沒有殘疾的律師之間薪酬差距增加的情況則令人非常失望。這再次突顯了在多樣化、公平和包容方面需要繼續努力。定期報告差距對實現同工同酬至關重要。我們很自豪能夠在這些努力中提供幫助。”
"The legal profession continues to identify the need to build diversity, and the survey results back up that need with these statistics," notes Bhathal. "The slight reduction in the pay gap between racialized lawyers and non-racialized lawyers is not encouraging, and the large increase in the pay gap between lawyers with disabilities and those without is extremely disappointing. The results again highlight the need for continued efforts in diversity, equity, and inclusion. Reporting on the gaps regularly is necessary to achieving equal pay. We are proud to be assisting in these efforts."
轉移職業動機的因素
Factors for Career Moves
Compensation remains by far the number one motivator for moving to a new employer. 47% mentioned this factor in 2024, up dramatically from 39% in 2022 and 37% in 2020.
薪酬仍然是移動到新僱主的最大動機因素。
第二大動力因素是更好的工作和生活平衡（10％）。
The next two strongest motivators are better work/life balance (10%) and promotions (9%). While work/life balance has remained at a steady 9-10% over the past three survey reports, promotions have become less of a motivator (2020: 15%, 2022: 12%, and 2024: 9%).
晉升是第三大動機因素（9％）。
"Compensation and promotions have consistently been the top two motivators for in-house counsel to move since our first study in 2009. It's interesting that work/life balance has surpassed promotions to take the number two spot this year, reflecting a shift in priorities since the pandemic and economic uncertainty," commented Bhathal.
薪酬和晉升一直是公司法務顧問轉換僱主的主要動機因素。
Future outlook
The majority of in-house counsel reported that their legal department has either stayed the same size (44%) or increased (44%) over the past two years. Those that have increased usually added one to three lawyers to the department (75%).
未來展望
大多數公司內部律師報告稱，他們的法律部門在過去兩年中的規模要麼保持不變（44％），要麼增加（44％）。那些擴大規模的通常會將一至三名律師加入部門（75％）。
63% of respondents remain optimistic about the future of their organization's legal department. However, a smaller proportion (56%) are optimistic about their own future within their current organization. This is a consistent proportion as in the three previous survey reports.
63％的受訪者對其組織的法律部門的未來持樂觀態度。然而，一個較小的比例（56％）對其在當前組織內的未來持樂觀態度。這是三份以前的調查報告中的一致比例。
In 2024, the office location questions were expanded to capture working location, location preference, and location policy. Although 21% work full-time at their employer's location, only 5% prefer that arrangement. Twice as many in-house counsel reported that they would prefer full-time remote (22%) versus 11% who are currently fully remote. 70% reported they preferred a hybrid (at home and office) arrangement.
在2024年，辦公室位置問題得到擴展，以涵蓋工作位置，位置偏好和位置政策。雖然21％的公司內部律師全職在僱主的位置工作，但只有5％的人喜歡這種安排。相比之下，兩倍的公司內部律師報告稱他們更喜歡全職遠程工作（22％），而現在全職遠程工作者只有11％。70％的人報告稱他們更喜歡混合（在家和辦公室）的工作安排。
About the survey
The 2024 In-House Counsel Compensation & Career Survey was commissioned by The Counsel Network, now part of Caldwell, in partnership with The Canadian Corporate Counsel Association (CCCA). The survey provides key information on compensation, benefits, work hours, and job satisfaction for in-house counsel.
關於調查
2024年公司內部律師薪酬和職業調查是由 The Counsel Network 委託，與加拿大公司顧問協會（CCCA）合作進行的。該調查爲公司內部律師的薪酬，福利，工作小時和工作滿意度提供了關鍵信息。
This is the eighth edition of this research, with previous studies conducted in 2022, 2020, 2018, 2016, 2012, 2010 and 2009. The survey was conducted by Bramm Research between January 15, 2024 and April 15, 2024. The 724 respondents represented a good mix of in-house counsel from all major cities across Canada and included a variety of sectors and titles.
這是第八版調查，以前的研究分別在2022年，2020年，2018年，2016年，2012年，2010年和2009年進行。該調查由 Bramm Research 在2024年1月15日至4月15日之間進行。724名受訪者來自加拿大所有主要城市的公司內部律師，幷包括各種部門和職稱。
"This report has become a go-to resource for in-house counsel and HR professionals seeking reliable compensation data for the Canadian in-house counsel market," said Chris Beck, president of Caldwell. "65% of this year's survey respondents named the survey as a key source of information for industry compensation, and we're proud to be a part of that."
“這份報告已經成爲公司內部律師和人力資源專業人士尋找可靠的加拿大公司內部律師市場補償數據的首選資源，”Caldwell總裁Chris Beck表示。“今年的調查受訪者中，65％的人將該調查作爲行業薪酬信息的關鍵信息源，我們爲此感到自豪。”
To download a copy of the report, please visit .
要獲取報告副本，請訪問.
ABOUT CALDWELL AND THE COUNSEL NETWORK
Caldwell is a leading retained executive search firm connecting clients with transformational talent. The Counsel Network, now part of Caldwell, is the most respected, connected, and diverse lawyer recruitment team in Canada. We specialize in providing the Canadian legal market with comprehensive, long-term talent management solutions for law firms and in-house legal departments. Our robust knowledge of our clients and their strategic, business and financial goals allows us to provide advisory and talent management services, including retention, succession planning, compensation models, business development, and coaching, all of which complement our traditional recruitment services. On October 3, 2022, The Counsel Network merged with Caldwell, greatly expanding our geographic and functional capability. Read more about it here.
關於 Caldwell 和 The Counsel Network
Caldwell 是一家領先的保留執行搜索公司，將客戶與變革性人才聯繫在一起。現在，The Counsel Network 是 Caldwell 的一部分，是加拿大最受尊敬，聯繫最廣泛，最多樣化的律師招聘團隊。我們專注於爲加拿大法律市場提供全面，長期的人才管理解決方案，爲律師事務所和公司內部律師部門。我們對客戶及其戰略，業務和財務目標的充分了解，使我們能夠提供諮詢和人才管理服務，包括保留，繼任計劃，薪酬模型，業務發展和培訓，所有這些都補充了我們的傳統招聘服務。 2022年10月3日，The Counsel Network 與 Caldwell 合併，大大擴展了我們的地理和功能能力。了解更多信息這裏.
ABOUT THE CANADIAN CORPORATE COUNSEL ASSOCIATION (CCCA)
The Canadian Corporate Counsel Association (CCCA) is the leader and voice for in-house counsel in Canada. Their members are lawyers working for public and private companies, non-profits, associations, government and regulatory boards, Crown corporations, municipalities, hospitals, post-secondary institutions and school boards. They also welcome associate members from law firms whose support and expertise enrich their educational programs and events. The Association represents over 5000 in-house counsel from across Canada.
關於加拿大公司法律顧問協會（CCCA）
加拿大公司法律顧問協會（CCCA）是加拿大公司內部法律顧問的領導者和發言人。他們的成員是爲公共和私營公司，非營利組織，協會，政府和監管委員會，王冠公司，市政府，醫院，高等學府和學校工作的律師。他們也歡迎來自律師事務所的會員，他們的支持和專業知識豐富了他們的教育計劃和活動。該協會代表來自加拿大各地的5000多名公司內部律師。
For further information, please contact:
Dal Bhathal, Partner
The Counsel Network, now part of Caldwell
O: 416-364-6654
C: 416-710-7558
E: dbhathal@caldwell.com
如需更多信息，請聯繫：
Dal Bhathal，合夥人
現在，The Counsel Network 是 Caldwell 的一部分
O：416-364-6654
C：416-710-7558
E：dbhathal@caldwell.com
SOURCE: Caldwell Partners International, Inc.
SOURCE: Caldwell Partners International, Inc.
譯文內容由第三人軟體翻譯。