Our Commitment to Diversity & Inclusion
At JPMorgan Chase, we believe that a diverse workforce and an inclusive work environment are critical to the success of our business, and that continues to include a commitment to gender diversity. Women now represent half of our firm’s Operating Committee and nearly 50% of our global workforce, and we are committed to supporting the advancement of women at all stages of their careers.
UK Gender Pay Gap Reporting
Under 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 every year.
While we remain committed to engaging and developing women at all levels, we still have more men than women in senior roles. Consequently, we have a “pay gap,” which reflects a difference in the average and median pay of women and men in the UK. This is different from “pay equity,” which focuses more on pay for men and women performing the same or comparable roles.
Gender Pay Gap Report – UK Overall*
|Low to Median
|Median to High
*UK Overall figures include all UK legal entities, including those with fewer than 250 employees.
The following are some observations on our overall UK figures:
- We continue to see the greatest difference in gender representation in the top quartile, as a result of having more men than women in senior roles
- The mean pay gap has narrowed, from 34.4 % to 34.1%
- Our bonus gap has narrowed by 3.7% to 37.5% (median) and 2.6% to 64.1% (mean)
A disclosure is required for each J.P. Morgan legal entity with 250+ employees. This year, five UK legal entities are in scope for disclosure. Given the continued structural and headcount changes at legal entity level of the organisation, we believe that the UK overall figures are a more representative measure of our progress.
“Pay” represents monthly base salary as well as other regular payments that were paid through payroll in April 2019, divided by the employee’s contractual hours for April. “Bonus” includes incentive-related payments made during the 12 months preceding 5 April 2019. 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 incentive plan. For more information on UK legal entities, please refer to our UK Gender Pay Gap Disclosure.
INVESTING IN THE ADVANCEMENT OF WOMEN IN EMEA
AN OVERVIEW OF THE PROGRAMS IN PLACE TO HELP ATTRACT, DEVELOP AND RETAIN TOP TALENT