UK Gender Pay Gap Statement

Our 2017 Gender Pay Gap Report

For the first time, companies with more than 250 staff in the U.K. are required to report on their gender pay gap. We this see this as a positive move toward helping businesses further develop inclusive, flexible workplaces because identifying such gaps is the first step in solving them.

As a professional association, we have long championed programs that encourage organisations to embrace diversity of backgrounds, cultures and perspectives to best meet the needs of their customers and constituencies. These include a profession-wide Diversity & Inclusion Commission, a dedicated team focused on the issue, an annual Global Women’s Leadership Summit and a Women’s Initiatives Executive Committee that works to create an inclusive environment, talent engagement and leadership opportunities for women.

We also recognize that even organizations with the strongest commitment to inclusiveness must keep it in focus, constantly evaluating and refining their efforts. The work always continues.

Understanding the gender pay gap

The gender pay gap is the difference in pay between men and women explained through a number of statistics. It is influenced by a range of factors, including the demographics of a company’s workforce.

The gender pay gap is different from equal pay. Equal pay is about a man and a woman receiving equal pay for the same or similar job. We are confident that men and women are paid equally for doing equivalent jobs across our business.

Mean pay gap: The mean gender pay gap is the difference in the average hourly pay for women compared to men, within a company.

Median pay gap: The median represents the middle point of a population. The median figure is the difference between the midpoints in the ranges of men’s and women’s pay or bonuses.

About our results

Our aim is to offer successful career opportunities and pay regardless of gender. We provide flexible working and operate an agile environment. In the UK, we have more female staff (53.1%) than male (46.9%). However, our analysis shows that we currently have more men than women in senior roles. This split between male and female staff at different levels of seniority in the organisation has the greatest impact on our gender pay gap.

Percentage of men and women in the UK





The table above shows the percentage of men and women currently employed in the UK.

Pay & Bonus Gap

Differences Between Men and Women




 Hourly Fixed Pay



 Bonus Paid



The table above shows our overall mean and median gender pay gap based on hourly rates of pay. It also captures the mean and median differences between bonuses paid to men and women in the UK in the year up to 5th April 2017.

Who received bonus pay

4.9% of women

6.5% of men

Proportion of women in each pay quartile

Proportion of women in each pay quartile

Closing the gender pay gap

To reduce our gender pay gap, we are focused on identifying, nurturing and advancing talent within the organization to have a more equal divide between men and women in senior roles. We have a number of initiatives in place, including an enhanced maternity pay policy, flexible working arrangements and a Leadership Development Program to encourage career progression among female staff. And our global footprint also creates new opportunities to advance women, not just in the UK but in our offices around the world. We are committed to providing an inclusive and diverse culture, monitoring and taking action to address issues where identified.