At PageGroup our Purpose is to ‘change lives
for people through creating opportunity to reach
potential’. As an inclusive, global organisation we
are determined to be as diverse as the markets in
which we work and the customers we serve. Gender
equality and a focus on the gender pay gap are key to
We have worked hard over recent years to drive
improvements in diversity across the Group. Our
people tell us they like working at PageGroup
because, as well as clear career paths and
progression, we’re passionate about the things they
care about. We’re proud that diversity and inclusion is
an area where we see the most positive sentiment in
our employee survey. In 2019 it was the third highest
scoring category (82% favourable) and responses to
the question ‘At PageGroup all employees, regardless
of their differences, are treated fairly’ showed a 5%
point increase over 2017.
Like many companies while we have a gender pay
gap driven by having more men than women in senior
positions across our business, we do not consider
this to be a result of any equal pay issues. The gender
pay gap measures the difference between the average
earnings of men and women regardless of their roles,
whereas equal pay relates to ensuring women and
men are paid equally for equal work. We are fully
committed to equal pay in PageGroup and have a
gender-neutral approach to pay across all levels.
We are pleased with the progress we’ve made in
gender diversity over recent years, but know we still
have work to do in closing the gender pay gap. The
organic nature of our business, with senior employees
almost always being promoted from within, means
this will take time but our efforts are focused on
accelerating the change.
We pride ourselves on leading our industry in
promoting an inclusive culture and providing
a working environment where all our
employees feel valued and heard.
Diversity and inclusion, including gender
equality, is embedded across PageGroup,
from attracting employees and on-boarding
through career progression, succession
planning, recognition and reward,
performance management and employee
communication and engagement. In 2019,
for the first time, all our Managing Directors
globally had gender diversity targets as part
of their bonus objectives.
Our commitment to inclusion within
PageGroup is supported through a wide
variety of initiatives, networks and
activities. Outside our business, we are
proud to lead the way with public recognition
through awards and the commitments we
We know we have more to do to improve
our gender pay gap and we are confident
we will continue to see positive results as
we embed and improve the broad range of
activities and actions we have in place to
further that ambition.
Combined Results: PageGroup Results:
We have seen encouraging, positive
movement in nearly all the required
reporting metrics. The Mean Gender
Pay Gap has reduced to 19% from
21% and the Median Gender Pay Gap to
14% from 16%.
There has been an increase in the
proportion of females across all quartiles.
The upper quartile band represents the
top 25% of people when ranked by pay.
Females represent 45% of this quartile,
up 3% from 2018. The upper middle
quartile also shows an increase, up 3% to
60% female. The lower and lower middle
quartiles are both 63% female.
Bonus payments show positive movement
with a Mean Bonus Gender Pay Gap of
50%, down from 54% last year, and a
median bonus pay gap of 31%, down from
36% in 2018.
The one metric which has not improved
is the proportion of females receiving
a bonus, down to 30% from 36%.
However, there was also a fall in the
proportion of males receiving
a bonus (to 43% from 47%)
demonstrating that fewer
people overall received a
bonus payment in 2019.
These combined results
include a large population
(more than 55%) of
contractors who are outside
the control and influence of our
approach to our own people at
We have seen improvements in the Gender Pay Gap for
both pay and bonus. For pay, the Mean Gender Pay Gap
has reduced by 5% to 18%. The Median Gender Pay Gap
is down 7% to 16%.
This is a reflection of the work we have done to support
women within our inclusive culture, and to actively improve
the proportion of females in senior leadership positions
within our business. Given the organic nature of promotions
at PageGroup, this focus is key and while there is clearly
more to be done, this is a solid improvement within
The bonus pay gap has improved by 2% but is still
significant at 51% for the Mean Bonus Gender Pay Gap.
This figure is impacted by the number of male Executive
Board members and functional leads on the UK payroll.
The Median Bonus Gender Pay Gap is far lower at 31% for
2019, also a 2% improvement on 2018.
The gender split of our own people is now 52% female
and 48% male. This ratio is fairly consistent across the
pay quartiles although we still have a larger proportion of
females in the lower and lower middle quartiles. The upper
quartile is 40% female so needs improvement compared to
the 52% in the total population. Compared to 2018,
that figure has improved from 37%.
The one measure we have seen fall is
the proportion of women receiving
a bonus, with a drop from 72%
to 70% compared to the figure
for men staying at 80%.
There are several factors to
consider for this performance-
related measure, including the
proportionately higher number
of new starters who are female
and therefore not yet qualifying for