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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.
| Headcount on 5 April 2017: 9,916 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 46% | 54% | ||||
| 3rd Quartile | 38% | 62% | ||||
| 2nd Quartile | 29% | 71% | ||||
| High Quartile | 24% | 76% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 23% | 25% | ||||
| Gender Bonus Gap | 38% | 60% | ||||
| Female | Male | |||||
| Received Bonus | 93.9% | 93.0% | ||||
| Headcount on 5 April 2017: 1,481 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 51% | 49% | ||||
| 3rd Quartile | 31% | 69% | ||||
| 2nd Quartile | 21% | 79% | ||||
| High Quartile | 11% | 89% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 46% | 53% | ||||
| Gender Bonus Gap | 73% | 64% | ||||
| Female | Male | |||||
| Received Bonus | 93.4% | 96.1% | ||||
| Headcount on 5 April 2017: 1,443 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 55% | 45% | ||||
| 3rd Quartile | 42% | 58% | ||||
| 2nd Quartile | 35% | 65% | ||||
| High Quartile | 23% | 77% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 29% | 44% | ||||
| Gender Bonus Gap | 47% | 76% | ||||
| Female | Male | |||||
| Received Bonus | 92.9% | 95.8% | ||||
| Headcount on 5 April 2017: 1,423 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 47% | 53% | ||||
| 3rd Quartile | 38% | 62% | ||||
| 2nd Quartile | 28% | 72% | ||||
| High Quartile | 23% | 77% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 22% | 28% | ||||
| Gender Bonus Gap | 51% | 66% | ||||
| Female | Male | |||||
| Received Bonus | 93.7% | 94.6% | ||||
| Headcount on 5 April 2017: 1,443 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 55% | 45% | ||||
| 3rd Quartile | 42% | 58% | ||||
| 2nd Quartile | 35% | 65% | ||||
| High Quartile | 23% | 77% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 29% | 44% | ||||
| Gender Bonus Gap | 47% | 76% | ||||
| Female | Male | |||||
| Received Bonus | 92.9% | 95.8% | ||||
| Headcount on 5 April 2017: 924 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 38% | 62% | ||||
| 3rd Quartile | 37% | 63% | ||||
| 2nd Quartile | 34% | 66% | ||||
| High Quartile | 35% | 65% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 2% | 8% | ||||
| Gender Bonus Gap | 0% | 27% | ||||
| Female | Male | |||||
| Received Bonus | 92.3% | 89.1% | ||||
| Headcount on 5 April 2017: 566 | ||||||
| Quartiles | Female | Male | ||||
| Low Quartile | 64% | 36% | ||||
| 3rd Quartile | 21% | 79% | ||||
| 2nd Quartile | 19% | 81% | ||||
| High Quartile | 9% | 91% | ||||
| Median | Mean | |||||
| Gender Pay Gap | 54% | 54% | ||||
| Gender Bonus Gap | 89% | 69% | ||||
| Female | Male | |||||
| Received Bonus | 89.6% | 83.6% | ||||
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.
Julia Meazzo
Head of Human Resources, Europe, Middle East and Africa
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