Disclosure by legal entity

Under new legislation that took effect in April 2017, companies in the United Kingdom with at least 250 employees are required to publish their overall pay gap between men and women.

The following information is available for each relevant legal entity:

  • The proportion of females and males in each quartile
  • The mean and median gender pay and bonus pay gap
  • The proportion of females and males receiving a bonus

To view the information by legal entity, select from the drop down menu below. 


Quartiles Female Male
Low quartile 47.4% 52.6%
Low to median 38.7% 61.3%
Median to high 29.8% 70.2%
High quartile 24.2% 75.8%
  Median Mean
Pay gap 23.3% 23.6%
Bonus gap 33.5% 55.3%
  Female Male
Received bonus 92.9% 93.6%

J.P. Morgan Securities plc

Quartiles Female Male
Low Quartile 54.8% 45.2%
Low to Median 31.5% 68.5%
Median to High 21.4% 78.6%
High Quartile 10.5% 89.5%
  Median Mean
Pay Gap 60.0% 52.8%
Bonus Gap 74.8% 65.7%
  Female Male
Received Bonus 90.1% 93.5%

J.P. Morgan Europe Ltd

Quartiles Female Male
Low Quartile 54.8% 45.2%
Low to Median 39.6% 60.4%
Median to High 34.4% 65.6%
High Quartile 25.6% 74.4%
  Median Mean
Pay Gap 26.0% 41.5%
Bonus Gap 42.0% 74.5%
  Female Male
Received Bonus 91.1% 96.2%

JPM Asset Management (UK) Ltd

Quartiles Female Male
Low Quartile 52.4% 47.6%
Low to Median 41.3% 58.7%
Median to High 30.1% 69.9%
High Quartile 22.4% 77.6%
  Median Mean
Pay Gap 24.4% 29.0%
Bonus Gap 61.7% 74.1%
  Female Male
Received Bonus 94.4% 96.0%

J.P.M. International Bank Ltd

Quartiles Female Male
Low Quartile 41.8% 58.2%
Low to Median 36.8% 63.2%
Median to High 35.6% 64.4%
High Quartile 35.6% 64.4%
  Median Mean
Pay Gap 6.3% 10.2%
Bonus Gap 0.9% 37.6%
  Female Male
Received Bonus 88.3% 89.6%

The mean (also called average) represents the total pay for all included employees divided by the number of employees.

The median is the middle value when the pay of all employees is arranged in ascending order.

“Pay” represents monthly base salary as well as other regular payments that were paid through payroll in April 2018 divided by the employee’s contractual hours for April.

“Bonus” includes incentive related payments made during the 12 months preceding 5 April 2018. Generally, this will represent payments connected with the vesting of previously awarded deferred compensation and cash incentive compensation paid as part of the firm’s discretionary annual incentive plan.

Employee pay has been ordered highest to lowest and split into four equally sized groups (quartiles) and the percentages show the distribution of men and women in each of those groups.

We confirm that the information included in this disclosure is accurate and meets the requirements of the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.


Julia Meazzo
Head of Human Resources, Europe, Middle East and Africa