For example, 21% of female employees at Stephenson Harwood work in lower-paid secretarial roles.
Stephenson Harwood attributes its gender pay gap to the distribution of women and men within different types of roles across the business. "While confident that we pay our employees fairly, we do have a gender pay gap and we are committed to taking steps to address this", the network said.
The gender pay gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees; the difference between both the mean bonus pay and median bonus pay for male and female employees; the proportions of male and female employees who were awarded bonus pay; and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.
Channel 4's gender pay gap is more than 10% above the national average of 17.4%, despite its workforce being comprised of 59% women.
In the gender pay report Channel 4 said it employs a higher proportion of women (59 per cent) than other United Kingdom public service broadcasters.
Meanwhile, the channel's bonus gap is even more disparate, with a gap of 47.6%.
She said the channel would set out a strategy "with a goal of a 50:50 gender balance in the top 100 earners by 2023".
Its mean gender pay gap for bonuses paid in the year to 5 April 2017 is 48.2%, and the median gender pay gap for bonus payments is 62.4%.
Radio 2's Chris Evans topped the list on more than £2 million, while the highest paid woman was Claudia Winkleman on between £450,000 and £499,999.
It found "no evidence of gender bias in pay decision-making", although BBC Women, a group that includes presenters such as Jane Garvey, Mishal Husain and Victoria Derbyshire, have rejected the on-air review.