introduction

Gap Information) Regulations 2017 and is based on data for the year 6th April 2022 to5th April 2023.
The scope of this report encompasses Square Enix Ltd, a London-based subsidiary of
the Japanese parent company, Square Enix Holdings Co. Ltd, a leading Publisher,Licensor and Distributor of Games and Merchandise.
Of the employee population, 65.2% identify as male and 34.8% identify as female. It is
important to note that we have colleagues identifying as either non-binary or as agender not assigned at birth within our organisation, but for the purposes of this report
and the statutory requirements, they have been included, as the HMRC genderreporting requirements continue to be binary.
We remain committed to hiring, supporting and retaining our people. And while wecontinue to make progress, we continue to have a Gender Pay Gap due in part to male
employees with signiﬁcant tenure who joined the organization in senior roles.
The Gender Pay Gap refers to the to the diﬀerence in average earnings of all male
employees compared with the average earnings of all female employees and ismeasured in two ways:
The mean, which is calculated by adding together all values and then dividing by the
number of values (average)
The median is the mid-point when all values are sorted from lowest to highest

21.35%

34.5%

24.72%

42.40%

50.56%

123 FEMALES

65.5%

78.65%

75.28%UPPER(1Q)

UPPER MIDDLE(2Q)

57.30%

49.44%

230 MALES

353

LOWER MIDDLE
(3Q)

LOWER
(4Q)

EMPLOYEE NUMBERS /QUARTILES AS %MEAN GENDERPAY GAPMEDIAN BONUS
PAY GAPMEAN BONUS
PAY GAPTOTAL EMPLOYEESMEDIAN GENDERPAY GAPGENDER PAY REPORT 2023

This report has been prepared in compliance with the Equality Act 2010 (Gender Pay

27.10%

21.55%

22%

36.96%

76.4%

FEMALES

83.4%
MALES

RECEIVING BONUS

GENDER PAY REPORT 2023

GENDER PAY REPORT 2023

This year's data shows that our upper quartile is the same as last year, however thenumber of women holding senior roles in our organization has increased by almost 5percent over the last 3 years. This demonstrates a positive step in ensuring that womenare holding more senior positions, whether through internal mobility or externalrecruitment.
The overall reduction in the mean and median bonus pay gaps is also positive, reﬂecting
more women being hired and/or promoted into senior roles within our organisation andtherefore beneﬁtting from the increase in their compensation package. We also strive,
where possible, to hire new starters who can beneﬁt from our bonus plan. As a result of
this, the bonus pay gap reﬂects the balance of those eligible for a bonus.
All London-based employees are eligible for bonus in June on the basis that theycommenced employment prior to the 4th quarter (1st January) of our Financial Year andhave passed probation. Employees commencing employment between 1st January and31st March each year, are not eligible for bonus in the ﬁscal year in which they joined but
are eligible in the following year. As a result of this, the bonus pay gap reﬂects theclosing our gender pay gapbalance of those eligible for a bonus.

Over the last year we have taken great strides to ensure that there are more internal
development opportunities to empower our strong internal talent pool, which can beseen through the improvements in all quartiles in the last 2 years.
We have also rolled out mandatory training around Equity, Diversity & Inclusion in 2stages. Firstly, mandatory training for all employees covering key topics that impact
everyone in the workplace including but not limited to Dignity at Work and Conscious
Inclusion. In addition, we also rolled out Leadership training to our senior managers
which highlighted topics such as identifying and mitigating bias, microaggressions andprotected characteristics.
In addition to the above, we also carry out proactive sourcing of candidates and checkthat all Hiring Managers ensure representation when shortlisting.
I conﬁrm the data contained in this report is accurate and meets the requirements ofthe Gender Pay Gap report regulations.

Benjamin Spence
Head of Human Resources

GENDER PAY REPORT 2023