Official Gender Gap Data UK
As we benchmark gender diversity in our industry’s largest companies and publish the data about which C-suites are well balanced and which are not we thought this data from the UK would be a useful additional benchmark. Since April 6, 2017, employers in the UK with more than 250 staff have been required by law to publish annual figures on the median gender gap in their companies. The hourly pay gap is calculated by comparing the difference in pay between the middle-ranking woman and middle-ranking man in the same company. It also contains data about the number of women working in a company compared to men, split among four quartiles. In addition, the reports contain data comparing men and women with respect to receiving bonuses, which indirectly also reveals overall bonuses. There are now two full years for comparison, so we can see who is improving.
The data should be published on the company’s UK website, or you can look up any of the reporting companies via the government website: https://gender-pay-gap.service.gov.uk
This is a very helpful site, and the data can be downloaded in a CSV file. We’ll probably be folding this into our benchmark data sets, but felt it proper to publish some findings now as we head toward the Outsell Women’s Conference, June 6, 2019, at Hotel Sofitel in New York.
Note that 78% of all reporting companies have pay gaps that favor men, and the average pay gap of all companies that have reported is 9.6% in favor of men.
Here’s what we found based on a random sampling of UK information services and publishing businesses: those closer to home and in our industry. They are listed in no particular order.
THOMSON REUTERS (PROFESSIONAL) UK LIMITED:
2018: Women earned 9.8% less than men.
2017: Women earned 8.7% less than men.
REFINITIV LIMITED
2018: Women earned 21.9% less than men.
2017: Women earned 23.6% less than men.
RELX (UK) LIMITED
2018: “Not required to report,” apparently.
2017: Women earned 6.2% less than men.
ELSEVIER LIMITED
Reports separately from RELX
2018: Women earned 39.4% less than men.
2017: Women earned 40.4% less than men.
LEXISNEXIS RISK SOLUTIONS UK LIMITED (not LexisNexis Legal)
Reports separately from RELX
2018: Women earned 29.1% less than men.
2017: Women earned 24.4% less than men.
WOLTERS KLUWER (UK) LIMITED
2018: “Not required to report.”
2017: Women earned 21.1% less than men.
BLOOMBERG LP
2018: Women earned 20.9% less than men.
2017: Women earned 21.9% less than men.
CLARIVATE ANALYTICS (UK) LIMITED
2018: Women earned 19.0% less than men.
2017: Women earned 20.1% less than men.
Dow Jones International Ltd.
2018: Women earned 28.3% less than men.
2017: Women earned 19.6% less than men.
DUN & BRADSTREET LIMITED
2018: Women earned 29.5% less than men.
2017: Women earned 31.5% less than men
Informa PLC
2018: Women earned 21.1% less than men.
2017: Women earned 22.4% less than men
JOHN WILEY & SONS LIMITED
2018: Women earned 22.7% less than men.
2017: Women earned 21.5% less than men.
SPRINGER NATURE LIMITED
2018: Women earned 9.5% less than men.
2017: Women earned 12.9% less than men.
EMERALD PUBLISHING LIMITED
2018: Women earned 19% less than men.
2017: Women earned 24% less than men.
Next year, new legislation that came into effect in January will require pay ratios to be published for 2019. UK-listed companies with more than 250 employees will also be required to disclose the ratio of CEO pay to that of their UK employees. That should be interesting!
As for Outsell, we are of the industry we serve, and parity matters. We ran the statistics on ourselves for 2018, and here’s what our head of finance reports:
“They compared ‘middle-ranking’ men and women. I used the closest approximation by taking the ‘midpoint salaries’ and compared men vs. women. We are at parity using this method, and we are within 3% using the entire company.”
I’m making sure this is now a conscious metric on our part because it wasn’t on my radar and should have been. So is diversity in our C-suite, which I’ve written about. Our industry has work to do to improve the metrics, and we are happy to take up the mantle to help ensure that things improve.
Be part of the solution: Bring a team of high-potential talent to the Outsell Women’s Conference, and be a leader who stands up for diversity in the C-suite on June 6. Can’t wait to see you there!
Anthea