Compliance Policy

Gender Pay Gap Report 2020

Gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between male and female employees.

Due to the impact of COVID‑19, the Equality and Human Rights Commission have announced that enforcement of gender pay gap reporting for the 2020/21 reporting year (which uses a snapshot from 5 April 2020) will not begin until 5 October 2021. This will be published on GOV.UK.

Our pay gap is provided on the following basis:

  1. We have prepared this snapshot information based on the April 2020 pay period.
  2. Our analysis is based on the data from our payroll system.
  3. The data include all relevant employees according to the legislation. We have included all individuals on our payroll data for the time period in our analysis.

Our pay gap is predominantly driven by these key factors:

  • The headquarters for our global company is in London, which is also where the majority of our global senior executives are based and paid during the snapshot period. The majority of our executive team during this period are male.
  • Of our total UK population, women represent 47% and men 53% of our workforce.

Over the course of 2021 in our London office:

  • There was an increase of 12% in women being paid in the upper-middle pay quartile (from 34% to 46%)
  • There were fewer women being paid in the lower pay quartile, going from 60% to 54%
  • Our mean hourly rate percentage difference between male and female employees decreased from 30% to 20%

We remain committed to taking positive actions to reduce our pay gap. Globally, we have:

  • Increased the percentage of female hires: in 2021, 54% of all new hires were female, and we also increased female manager representation to 56%
  • Increased the percentage of women in our early career levels to 55% and mid-career levels to 52%, building a pipeline of senior female leaders at Third Bridge