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2017 UK Gender Pay Gap Report
Jamie Dimon, Chairman & CEO, JPMorgan Chase & Co.
UK Gender Pay Gap Reporting
Raw compensation comparisons, without consideration of the factors that typically impact pay, do show a gap between the pay of men and women. Under new legislation that took effect in April 2017, companies in the United Kingdom (UK) with at least 250 employees are required to publish their gender pay gap between men and women. This raw calculation does not account for, among other things, tenure, position, role or location. Rather, it reflects the representation of men and women in senior roles.
When we calculate the “pay gap”1 within each quartile for J.P. Morgan employees in the UK, for three of the four quartiles, the pay gap is similar to what was disclosed in our global pay equity review. In the highest quartile, however, we see a median pay gap of 7% in hourly pay and 32% gap in bonus pay, which is primarily driven by the large number of men in senior positions (78% of the top quartile employees are men). The same representation factor also substantially contributes to the UK overall median gap of 26% in hourly pay and 41% in bonus pay.
Gender Pay Gap Report – UK Overall*
|Quartiles||Female||Male||Pay Gap||Bonus Gap|
* UK Overall figures include all UK legal entities, including those with less than 250 employees.
Because the representation of men and women so directly impacts pay gap calculations, in certain areas of the firm’s disclosure, you will notice significant variations from legal entity to legal entity. This highlights why we view global pay equity results as a more representative measure of comparable pay for similar work. We believe that well-established employee processes including, but not limited to, compensation reviews, are critical for any company achieving pay equity. Please refer to the UK Gender Pay Gap Disclosure for more information.
Continuing to support career development for our employees remains an important priority for our firm. We are particularly focused on helping women progress and thrive in their careers.
We offer multiple programs within the UK and around the world designed to assist women professionally and personally as they progress at JPMorgan Chase. We do this not just because we want greater parity of gender representation in our workforce, but because we believe that investing in our employees’ growth and development is critical — not only for their success, but also for our success as a business. Highlighted below is a sampling of these programs.
UK Women in Finance Charter: Our Pledge
UK Women in Finance Charter: Our Pledge
At JPMorgan Chase, we strongly believe that a diverse and inclusive work environment is critical to our success — and it includes a commitment to gender diversity. Women represent 50% of our global workforce and 50% of our firm's Operating Committee.
We know there is more work to be done to increase the number of women in senior positions. We are focused on supporting and developing women at all levels, and we expect our managers and leaders across the firm to help us drive progress. While we recognize that meaningful change will take time, we are committed to continuing our efforts to engage and empower women.
To build on our commitment we are pleased to have signed the UK Women in Finance Charter and set a target to achieve 30% women in UK located roles at our top two levels (Managing Director and Executive Director) by June 2023.
Since signing the Charter, we have marginally increased the representation of women in senior levels. We continue to focus our efforts and energy and recognize there is more work to do to meet our goal.
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