2021

Gender Pay Gap
ReportSnap UKAbout SnapOU R M I SS IO N

At Snap, our mission is to contribute to humanprogress by empowering people to express
themselves, live in the moment, learn about theworld, and have fun together. We are proud toserve an incredibly diverse community ofSnapchatters around the world, and we believethat cultivating an inclusive workplace andinclusive products are central to our mission.
We want to drive greater leadership, inspiration,and accountability to create a truly fair, inclusive,
and anti-racist company, and have set acomprehensive strategy, with public
representation goals, needed to live up to thatpromise within our company, our products and ourlarger ecosystem of partners and vendors.

Each year in our annual diversity reports, we reporton our progress–where we need to continue to do
better, and new initiatives that will help us further
drive meaningful change. Above all, we want togive talented people from all backgrounds anequal opportunity to work and succeed at Snap.
We approach this ongoing work with humility, andknow that transparency and accountability are
critical in our ongoing e orts to improve.

GPG 2021

ff2

Equitable Compensation
OU R P H I LOSO PHY ON
EQ UITA BL E C O M PENSAT IO N

Pay gap reporting highlights important opportunities for our company and our industry toimprove gender representation in leadership and technology roles. As of this past year, we now
employ more than 250 Snap team members in the United Kingdom, which means we now meetthe eligibility requirements set by the Government Equalities O ice to share data on the gender
pay gap. Like many of our peers, unequal representation is the primary driver of our pay gap in
the UK, and this report lays out our data, and the speci ic goals and initiatives we have in place toaddress this root issue.

At Snap, we are committed to ensuring “equal pay forequal work” which means we focus on paying our teammembers fairly, consistently and in line with the market
for each job function and level, regardless of gender. To
that end, we have carefully constructed ourcompensation programs to promote equitable pay. For
each speci ic role, at every level, we do extensive market
research to determine the competitive pay ranges andannual compensation targets. We give each teammember transparency into the base compensation range
and annual compensation targets for their speci ic role,so they can understand how their pay is set and their
future opportunities for growth.

The gender pay gap
is di erent from theconcept of equal pay
for equal work;
instead it calculates
the di erence
between what men
and women earn,
based on their hourly
average earnings.

Each year, we carefully review our salary data towards
achieving pay equity, and take steps to correct any
disparities we identify during this process. This can
include increasing aspects of our annual compensation
targets and evaluating and improving any underlying
processes that may be contributing to inequities.

ff

f

3

f

f

ff

ff

GPG 2021

What our Data ShowsOU R 20 21 UK B INA RY GE ND E R PAY GA P
Snap’s average (mean) hourly gender pay gap was 39 percent in favour of men and our mediangender pay gap was 53 percent in favour of men. Our mean bonus pay gap was 55 percent andour median bonus pay gap was 65 percent, both in favour of men.
Our full statutory gender pay gap igures are below.

H OURLY A ND B ON US PAY GAPH O UR LY PAY GAPB O NUS PAY GAP

WHO R ECE IVE D B ONUS PAY

53.1%

65.1%

94.4%

MedianMedian

Men

38.6%

55%

93.8%

Mean

Mean

Women

PAY Q UA RTIL E S

Women
Upper
Upper middle
Lower middle

15.49 %

Men
84.51 %

30.56 %
41.67 %
62.5 %

Lower

69.44 %
58.33 %
37.5 %For our statutory report, we utilised the hourly rates of pay and the organisation demographics of SNAP GROUP LIMITED, UK as of the snapshot date of
5th April 2021 and the bonuses paid in the 12 months up to 5th April 2021.

GPG 2021

f4

Our hourly wage data is calculated byincluding team members’ base salaries,
allowances, and stock-based compensation,
which vest in equal monthly installments overa three-year period. We believe this monthly
vesting schedule is much more favorable forour team members, giving them choice andlexibility in how they can manage their shares.
This is a di erent approach than the reporting
methods used by many of our peers, whohave less frequent stock vesting schedules
and therefore don’t include that aspect ofcompensation in their hourly wage
calculation.

GPG 2021

fff

O U R 20 21 U K B INA RY GE ND E R PAY GAP

If we used that same
methodology andexcluded monthly stockbased compensationfrom the hourly pay
compensation, ourmedian hourly pay for
women would be

19.55% lower thanfor men and our meanhourly pay for women

20.93%

would belower than for men.

5

Improving Representationwithin Snap
The primary factor behind these gaps is having a much smaller percentage of women in techroles than men (which are generally higher paid roles) and at less senior levels (as can be seen by
the pay quartiles published in the report). More than half of our UK team is composed of teammembers who work in tech-speci ic roles, such as on our Engineering and Product teams. The
rest of our UK team work in our Sales and Revenue organization, with a small group of local teammembers working in business support functions.
We are acutely focused on improving the representation of women in our tech organization andat leadership levels, and a key part of that strategy is to set public goals to hold ourselves
accountable.

In our 2021 diversity report, we publicly committed to increasing thenumber of women in tech roles globally by 25% by the end of 2025,
building on a goal we set in 2020 to double the number of women intech roles in 2023.
Across our company, we treat diversity, equity and inclusion (DEI) like any other business priority –using data, tracking goals, and tying progress to team members’ contributions towardadvancement.
•••

To ensure all team members feel ownership of creating a more inclusive and equitableculture, our performance feedback process measures each individual’s contributions toDEI at Snap, and is factored into decisions around promotions and performance-based
bonus awards.
To support the professional development of women and underrepresented teammembers, we reward Employee Resource Group (ERG) Leads in the form of additional
equity grants. ERGs also work closely with our executive leadership to deepen theirunderstanding of the lived experience of inequity and advise them on ways to incorporate
DEI more comprehensively into their business goals.
To help our executives identify key areas of improvement and create strategies foraddressing them, we give them access to year-around data on their hiring, leadership, andattrition rates. Each executive across our company sets annual DEI goals that ladder up to
our company-wide goals, and we now link our executive performance evaluations with
their progress toward our DEI goals.

In addition to these steps and the many more outlined in our Diversity Annual Report, we rolled
out our voluntary self-ID survey in the UK last year. We did this to help us better understand theneeds of our team members. This information will help us enhance our bene its and pay equity
analysis to better support the needs of our team members, such as by providing emergency
childcare for parents or increasing bene its for transgender team members.
GPG 2021

fff

6

Looking Ahead:
Collaborating on
Industry-Wide Solutions
Unfortunately, lack of representation of women in tech is not unique to Snap, and we know thatmeaningfully addressing this challenge will require companies to work together on collectivesolutions. With that broader ambition in mind, in 2020 Snap helped convene a new coalition of DEI
experts to create a blueprint for tech companies to commit to bold, collective action to driveinternal and sector-wide change. In 2021, this coalition released the Action to Catalyze Tech (ACT)Report, with over 30 CEOs and executives from leading tech companies signing on — includingfrom Airbnb, Apple, Dropbox, Google, Net lix, Twitter, Salesforce, Snap Spotify, and Uber.
As founding ACT Report signatories, Snap and other companies have committed to fundamentallyredesigning their systems for hiring, compensation, retention, and promotion to ensure fairness
and equal opportunity. For example, to better recruit and hire underrepresented talent into key techroles, companies commit to partnering with local organizations that act as talent scouts, working
with traditionally disconnected talent to pursue careers in tech, including community colleges,
workforce training institutions, and community-based organizations.
In addition, the ACT coalition created the irst industry-wide DEI reporting standards for data, which
participating companies will provide to a new independent body that will help companies makeprogress in key areas, such as representation of women in tech and leadership roles.

STAT U TO RY DECL A R AT I O N
We con irm that the information and data in this report are accurate and in line with the requirements ofthe Gender Pay Gap Reporting Regulations.

Claire Valoti
VP, EMEA

Scott Withycombe
VP, Talent & Rewards

f7ff

GPG 2021