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Gender pay gap report 2024
To follow is the release of our second gender pay gap report.
We’re committed to building an inclusive workplace, with gender balance and diversity a key part of that work, and to the culture at GWI.
While our gender pay figures show we’ve still got some work to do, we’re working to make GWI diverse in all the areas we operate. The mandatory reporting requirement is currently only for the UK, but we’re continuing to review our gender pay gap at all of our locations globally. Our Singapore office does not yet have sufficient employee numbers to ensure data privacy for our employees and is therefore not included.
Our gender pay gap numbers: snapshot as at 5th April 2023
|
UK |
US |
Greece |
|
|
Mean gender pay gap |
17% |
3% |
17% |
|
Median gender pay gap |
18% |
8% |
18% |
|
Mean bonus gap |
49% |
34% |
-10% |
| Median bonus gap |
44% |
18% |
26% |
|
Men receiving bonuses |
88% |
79% |
91% |
|
Women receiving bonuses |
94% |
80% |
96% |
In the UK: We’ve successfully managed to lower our gender pay gap from 23% last year to 18%. Our gender pay gap continues to be driven by the gender disparity between men and women in the top quartile. We’re continuing to monitor and address this balance.
In the US: Our gender pay difference in favour of women has decreased to an 8% gap.
In Greece: Over the past year, we’ve managed to lower our gap in Greece down to 18%. Our gender pay statistics in Greece mirror the demographic of the active tech industry workforce. We’re extremely proud to have opened a coding academy at our offices in Athens to upskill more people into the career and with the aim of attracting more female candidates into the workforce.
An equal pay analysis shows that there is no gap in terms of people with equal skills and experience being paid the same for work of equal value.
What do our pay quartiles look like?
We’re on a journey and remain committed to driving change and to make GWI a fair and equitable workplace. Initiatives include driving greater transparency around reward, the continual upskilling and enablement of managers, and a focus on diversity and inclusion with the aim of understanding different communities. We continue to measure the effectiveness of our initiatives through data.
Chelsea Coates
Chief People Officer
3rd April 2024