October 2021
We believe in the significant benefits that derive from a more inclusive and diverse organisation. From entry-level roles to senior executive positions, we’re committed to driving gender equality across our business. However, gender equality is just one element of our commitment to create a truly inclusive workplace where all employees can thrive.
Under the UK’s Gender Pay Gap regulation, employers that have at least 250 employees are required to report gender pay gap data. As of the relevant snapshot dates in 2020 and 2021, Gerson Lehrman Group Ltd. had at least 250 employees.
What is the gender pay gap?
The gender pay gap is the difference between the averages earnings of male and female employees in our UK business, covering standard and variable pay. It is influenced by a range of factors, in particular the demographic of a company’s workforce. Details of our gender pay gap are set out below.
Is gender pay gap the same as pay equity?
No, they are very different concepts. Pay equity means that two employees with similar credentials who perform the same or substantially similar work should be paid the same, irrespective of gender. Thus, it makes allowances for differences in role, education, or experience. The gender pay gap does not make any like-to-like comparisons but rather just looks at compensation across an entire organization.
At GLG we are committed to equal pay and fostering a fair and transparent environment where employees are rewarded based on their position, competencies, performance, and contribution.
2020 and 2021 Data
Hourly pay gap
2020/2021
Median hourly pay gap: 16%
Mean hourly pay gap: 22.7%
2021/2022
Median hourly pay gap: 10.0%
Mean hourly pay gap: 15.7%
Percentage of women in each pay quarter
2020/2021
| Quartile | Female | Male |
| Upper (highest paid) | 44.4% | 55.6% |
| Upper Middle | 61.3% | 38.7% |
| Lower Middle | 61.3% | 38.7% |
| Lower (lowest paid) | 71.4% | 28.6% |
2021/2022
| Quartile | Female | Male |
| Upper (highest paid) | 49.3% | 50.7% |
| Upper Middle | 62.0% | 38.0% |
| Lower Middle | 66.2% | 33.8% |
| Lower (lowest paid) | 70.0% | 30.0% |
Bonus pay gap
2020/2021
Median bonus pay gap: 25.3%
Mean (avg) bonus pay gap: 48.1%
Who received bonus pay:
90.6% of women
87.1% of men
2021/2022
Median bonus pay gap: 18.5%
Mean (avg) bonus pay gap: 31.6%
Who received bonus pay:
86.3% of women
88.9% of men
As one can see, there has been substantial year-over-year progress. Among the highlights:
- Today women represent nearly 50% of our UK top earners (49.3% to be exact).
- On average, the hourly pay gap between men and women improved 7% YoY (from 22.7% in 2020 to 15.7% in 2021), and the median hourly pay gap improved 6% YoY (from 16.0% in 2020 to 10.0% in 2021).
- The average bonus gap between men and women has been reduced 16.5% YoY (from 48.1% in 2020 to 31.6% in 2021) and the median bonus gap has been reduced 6.8% YoY (from 25.3% in 2020 to 18.5% in 2021).
- And in addition, there is now equal representation among men and women on our EMEA Leadership Team.
We will continue to promote diversity and inclusion through our policies, training, awareness events and commitments as well as through our internal promotion and recruitment processes.
I confirm that the data reported under the Regulations is accurate and meets the requirements of the Regulations.
Laurence Herman