GENDER PAY GAP REPORT 2022
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GENDER PAY GAP R E P O R T 2 0 2 2
1 GENDER PAY GAP
REPORT 2022
CONTINUING THE DRIVE
TOWARDS PARITY OF PAY
AND REPRESENTATION
In 2021 we, along with organisations across the world, saw another
extraordinary year. We responded quickly to the changing landscape with
an emphasis upon providing support to our people, wherever they were
located and strengthened our business as a result. We kept our focus on
creating and maintaining an inclusive culture where everyone can thrive,
based on their unique talents.
We are particularly glad to see these continuous efforts being acknowledged
and appreciated by our employees. Our employee surveys, which are key
in our continuous listening strategy, help us understand how our people feel
and how they view their future at PageGroup. We are pleased 86% of our
employees feel positive about our commitment to diversity and inclusion,
and there has been a significant 11% increase on 2020 survey findings in
satisfaction around work-life balance.
During the year, we also actively increased the diversity of thought and
input to our strategic business decision-making through the launch of our
Executive Shadow Board. Its members are already having an exciting and
positive impact in reviewing the Executive Board’s agenda.
We have also committed to the UN Sustainable Development Goal of
gender equality and have signed up to the UN Global Compact Target
Gender Equality programme.
Against these efforts and successes, the higher numbers of men in senior
leadership positions, including the largely UK-based Executive Committee,
is impacting the mean pay gap. However, as we continue to invest in
the development and retention of our female senior leadership, we are
pleased and encouraged to see a narrowing median pay gap at all levels,
demonstrating that more women are coming through our talent pipeline.
With our focus on promoting from within, we expect this positive trend to
continue and are taking targeted and measurable action to accelerate this.
Gary James
Chief People Officer
2 GENDER PAY GAP
REPORT 2022
DIVERSITY IN LEADERSHIP:
GOOD FOR OUR PEOPLE AND
GOOD FOR OUR BUSINESS
PageGroup is a people business and that starts with our own people.
We remain committed to developing and retaining talent, while promoting
equal opportunities and inclusion in the workplace. We have worked hard
over the years to create an inclusive culture of trust and compassion and
a working environment where all our people feel valued and heard.
With the heightened uncertainty as a result of the pandemic and broader
economic challenges, we felt it all the more important to maintain our
focus on supporting our internal diversity, equity and inclusion agenda,
including our Women@Page programme.
Our focus remains to enable, engage and empower our female
employees, allowing them to succeed and unleash their talent in a fair
work environment.
Our Global Female Mentoring Programme and Senior Female
Leaders Network are instrumental here in creating mutually supportive
communities, where experience is shared and the next generation of
female leaders is encouraged and equipped to succeed.
With initiatives such as senior leadership targets on gender equality,
unconscious bias training and mentoring, we strive to accelerate the
development of our female leaders and, ultimately, reduce the mean
gender pay gap. We are pleased to see the impact of our efforts across
the organisation, with the median pay gap decreasing continuously
since 2018.
While we are aware we have more to do to close the gaps that still exist,
we are pleased with the continued progress we have made in the past
year and are confident we are on track to achieve true equality at all
levels in the future.
Sarah Kirk
Global DE&I Director
3 GENDER PAY GAP
REPORT 2022
MEASURING OUR
GENDER PAY GAP
HOW WE MEASURE
AND RESULTS
This is the fifth year we have reported on the Gender Pay Gap and it reflects:
Ū The mean and median Gender Pay Gap as of
5 April 2021
Ū The mean and median Gender Bonus Gap based
on the 12 months prior to the point of analysis on
5 April 2021
We are required to report on results which include our own employees in the UK as
well as temporary workers who we place and for whom we manage payroll.
We have full responsibility for the pay levels of our own employees but not for the
pay rates of temporary workers, which are set by our clients.
4 GENDER PAY GAP
REPORT 2022
COMBINED GENDER PAY GAP RESULTS
(includes PageGroup employees and temporary workers at client companies)
2021 2020 Change
GENDER MEAN MEDIAN MEAN MEDIAN MEAN MEDIAN
PAY GAP 24% 24% 19% 19% 5% 5%
BONUS
MEAN MEDIAN MEAN MEDIAN MEAN MEDIAN
GENDER
PAY GAP 49% 28% 50% 41% -1% -13%
PROPORTION WOMEN MEN WOMEN MEN WOMEN MEN
RECEIVING A
BONUS PAYMENT
24% 31% 32% 42% -8% -11%
Mean figure: the difference between the average of men’s and women’s pay
Median figure: the difference between the midpoints in the ranges of men’s and women’s pay
PAGEGROUP GENDER PAY GAP RESULTS
(PageGroup Employees only)
2021 2020 Change
GENDER MEAN MEDIAN MEAN MEDIAN MEAN MEDIAN
PAY GAP 22% 13% 19% 16% 3% -3%
BONUS MEAN MEDIAN MEAN MEDIAN MEAN MEDIAN
GENDER
PAY GAP
52% 32% 49% 37% 3% -5%
PROPORTION
RECEIVING WOMEN MEN WOMEN MEN WOMEN MEN
A BONUS 53% 59% 70% 80% -17% -21%
PAYMENT
5 GENDER PAY GAP
REPORT 2022
UNDERSTANDING
THE GAP
COMBINED RESULTS
The combined results include a large population of contractors and temporary employees who are outside the control and
influence of PageGroup.
The mean and median gender pay gaps have each increased by 5%, which has been partly influenced by the change in
working patterns caused by the pandemic.
The overall proportion of male and female employees remains stable compared to the previous year with females representing
56% of workers. The top quartile gender distribution remains unchanged, with 42% of females and 58% of males. The
proportion of females in the middle two quartiles decreased by 3%. In the upper middle quartile, females represented 54%
(57% in 2020), and in the lower middle quartile, they accounted for 61% of employees (64% in 2020).
In addition to the pandemic context, the IR35 changes affecting Limited Company contractors has also impacted the 2021
results. These changes have brought higher paid contractors into our payroll increasing the mean gender pay gap as a result.
We see a positive trend in the bonus gender pay gap, both for the mean gap decreasing by 1% and the median gap
decreasing by 13%. The proportion of employees receiving a bonus in 2021 has however decreased with an 8% reduction for
females and 10% reduction for males.
PAGEGROUP RESULTS
Across PageGroup, the gender split is 51% female and 49% male.
This trend is consistent across the organisation except for the top
quartile, where improvements need to be made.
We have seen encouraging results for the median pay gap, which is
down 3%, reflecting the increasing number of females coming through
the ranks, with a 7% increase in their population in the third quartile on
2020. These results confirm the trend of previous years.
The mean pay gap has increased by 3%, impacted by the higher
number of male Executive Board members and senior leadership on
the UK payroll.
As a response to the pandemic, bonus and commission payments
decreased for both males and females in 2021. Similar to the pay gap,
while the bonus gender pay gap has widened by 3% in 2021, the
median bonus gap has reduced by 5%.
Despite the challenges presented by the pandemic, PageGroup is
committed to prioritising the work around gender equality and the
acceleration of females attaining senior leadership positions.
6 GENDER PAY GAP
REPORT 2022
CLOSING THE GAP – SUPPORTING
WOMEN ACROSS PAGEGROUP
As our business grows organically, and our leadership is mostly promoted from within, we place our focus on accelerating the progression
of our female employees into senior leadership roles. Our commitment to support women in their professional development at PageGroup
remains unchanged, which is reflected in the programmes we run in the UK – and globally:
International Women’s Day 2021 – A global DE&I Women in Leadership profile series to
campaign to celebrate women across PageGroup. shine a spotlight on our talent pipeline and
building a network of female role models
globally.
Senior Female Leaders Shadow Board – Seven across our regions as well as an Executive
Network to drive Board Shadow Board.
conversations and
best-practice sharing. Shadow Executive Board
Kyle Sabrina Joanna Aurelien Nupur Boudewijn
Burnett Berfas McCrae Beaucamp Mehta Beuvery
Lorena Jean-Baptiste Sharon Pamela Nicolai Anne-Sophie
Gutierrez Olagne SY Li Gonzalez Dwinger Legrain
Global Female Mentoring
Programme – launched in 2013 to
engage, enable and empower our
female leaders. Parents@Page Network to provide a flexible and welcoming
workplace for parents and carers, including:
• Parenting seminars and pre/post maternity workshops
• Free Emergency Child and Elder Care
• Improved maternity and paternity Policies
• ‘Bring your kids into work’ days
Women@Page Network Accountability –
to drive equality and fair Performance objectives
opportunities for success for MDs including
regardless of gender. mandatory DE&I
objectives.
Training and Development Flexible Working – our flexible approach to working life, supported
• Global DE&I and Global Talent Alignment by innovative technology, facilitates work-life balance and fosters self-
development and career growth.
• Measurement and tracking of High Potential female talent
• Gender Communication Training for our leadership
• I am Remarkable workshops
External commitments and recognition – Gender equality is a key
focus for us and we have signed up to the UN Global Compact Network
with a gender target of 50/50 in senior leadership roles by 2030. We have
also signed up to Target Gender Equality – a gender accelerator programme
aimed at setting and reaching ambitious corporate targets for women’s
representation and leadership. AND MATERNITY RIGHTS
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