Gender pay gap report
Deloitte publishes 2019 statutory gender pay gap data and its total earnings gap
Under legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap. Increasing gender pay gap transparency is a topic we’ve taken a leading and visible position on for some time. We have been voluntarily reporting our gender pay gap since 2015 and worked closely with the Government Equalities Office to produce their report Trailblazing Transparency: Mending the Gap.
What is the gender pay gap?
The gender pay gap, not to be confused with the issue of equal pay, shows the difference in the average hourly rate of pay between women and men in an organisation, expressed as a percentage of average male earnings. Organisations follow a calculation methodology set out by the Government Equalities Office to report their mean and median gender pay gap, bonus gap, and distribution across pay quartiles.
Our narrative report also includes two important voluntary calculations: an equity partner earnings gap, and a total earnings gap which reflects the earnings of both employees and equity partners.
How will we close the gap?
We are clear that our gender pay gap is driven by a lack of women in senior positions – an issue which we have been working hard to address through our gender balance action plan, introduced in late 2014. In 2019 there was a three-fold increase in the number of women promoted to partner (41% of all partner promotions) and the highest ever proportion of women promoted to director (34%). Deloitte’s female representation at partner and director grade now stands at 21% and 30% respectively.
In 2012 we put in place an ambition that in 2020 25% of partners would be women, and we have since committed to a longer term aspiration of 40% by 2030.
Dimple Agarwal, managing partner for People & Purpose at Deloitte UK, said: “We fully recognise there is no quick fix to reducing our pay gap until our gender balance action plan has been embedded across all parts of our business.”
“Our focus now is creating the building blocks for the future. We’ve reviewed all our recruitment and promotion processes to minimise bias and we are promoting more women to partner, director and senior manager. Removing barriers to employment and providing support to people who have had time away from work is critical and we have now opened up Return to Work opportunities throughout the year. We will continue to work hard to support all of our people, such as doubling paid leave from two to four weeks for all the firm’s non-birthing parents and a greater focus this year on recruiting and retaining neurodiverse talent.”
Deloitte is making strides that not only creates meaningful change for its people, but has been recognised externally. This year Deloitte was awarded the BITC’s Gender Equality Award and six people were included in the HERoes Women Role Model Lists.
- Find out about our Return to Work Programme
- Time to act – our interactive guide to gender pay gap reporting
- Women in STEM: how can businesses tackle the gender pay gap?