UK Gender Pay Gap Statement

2018 Gender Pay Gap Report


Companies with more than 250 staff in the U.K. are required to report on their gender pay gap. This is the second year of reporting this information in the public domain.

The Association of International Certified Professional Accountants currently employs less than 250 staff in the UK. We have submitted data in the spirit of transparency as we fully support efforts to develop a workplace that is inclusive and flexible, where staff are paid equally for the same job role and have equal access to identical opportunities at every level. The fair treatment of our people is a central tenet of who we are as an employer and as a professional association.

We are confident that men and women are paid equally for doing equivalent jobs across our business and in 2018 our gender pay gap narrowed. The mean difference for hourly fixed pay between men and women was reduced from 18.3% to 14.3% and median from 24.7% to 21.9% over 2017 data.

While we are pleased to report progress, we also have more work to do and are committed to a continued focus on reducing the gender pay gap.

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..

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

The split between male and female staff at different levels of seniority has the greatest impact on our gender pay gap. In the UK, we have more female staff (53.8%) than male (46.2%). In the top quartile, however, we have more men (60.4%) than women (39.6%).

Percentage of men and women in the UK (2018)

 Men

 46.2%

 Women

 53.8%


The table below shows our overall mean and median gender pay gap based on hourly rates of pay in the year through 5 April 2018. It also captures differences between the amount of bonuses paid to men and women and shows, at the median, women received higher bonuses than men.

Pay & Bonus Gap

 Differences between men and women

 

 Mean

 Median

 Hourly fixed pay

 14.25%

 21.86%

 Bonus paid

 29.5%

 -9%



Closing the gender pay gap

As an organisation, our mission is to drive a dynamic accounting profession full of opportunities accessible to everyone. We have profession-wide committee focused on diversity and inclusion, for instance, as well as conferences and forums to advance the role of women in business and society. In fact, in September 2019, the UK will host the Association of International Certified Professional Accountants Women’s Leadership Summit.

As an employer, we look to embrace these same values and activities. Around the world, we have introduced an enhanced maternity pay policy to allow for career breaks, a leadership development programme to encourage career progression among female staff and interviewing practices to remove unconscious bias when hiring.

As we look to further close the UK gender pay gap, we will continue to drive for a better balance between men and women in senior roles and support flexible working practices to attract and retain talent. We will also continue to train and educate our staff in applying inclusive hiring practices and the removal of unconscious bias.

We are committed to offering opportunities in all of our offices to advance women at all levels and remain committed to providing an inclusive and diverse culture.


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

 Men

 46.9%

 Women

 53.1%


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

Pay & Bonus Gap

Differences Between Men and Women

 

 Mean

 Median

 Hourly Fixed Pay

 18.3%

 24.7%

 Bonus Paid

 8.5%

 -20%


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.