Gender Pay Gap Report
April 2023
Zscaler UK Limited
Zscaler provides the technology and expertise to guide and secure organisations on their digitaltransformation journeys. We help them move away from appliance-based network and security
infrastructure models, replacing traditional inbound and outbound gateways with modern cloud-delivered
services built for today’s business. Ultimately, we enable our customers to securely take advantage of theagility, intelligence, and scalability of the cloud.
Gender Pay Reporting
The Gender Pay reporting regulations require all UK legal entities with over 250 employees to publish thefollowing sets of data annually:●●●●

Mean and median gender pay gap (hourly earnings);
Mean and median gender bonus gap (for those receiving a bonus);
Proportion of men and women that received a bonus;
Proportion of men and women working in each quartile pay band.

This data is designed to look at the difference in the average pay of men and women regardless of theirrole or level within the Company. This is different to equal pay which focuses on equal pay for equalwork. A gender pay gap does not mean that there are equal pay issues, our analysis indicatesdifferences arise from the male:female distribution of the workforce.
Demographic of Relevant Employees
For hourly pay calculations, employers are required to review their relative pay for those individuals
classed as relevant full-pay employees in the snapshot window. These are employees who received theirnormal hourly or salaried earnings in that snapshot and as such we have excluded all employees
receiving reduced wages due to for example statutory maternity, statutory sick pay, or those on otherunpaid or reduced rates during the window. As such we have identified 290 relevant employees whoreceived their usual hourly rate on the snapshot date, 62 female and 228 male.
For the bonus pay calculations, all employees who received a bonus during the bonus window areincluded, regardless of their full-pay status. As such we have identified 292 relevant employees, 62
female and 230 male.
Hourly Pay Gap
2023
Hourly Rate

Mean Gender Pay Gap
16.4%

Median Gender Pay Gap
18.1 %

Zscaler provides men and women with equal pay for equal work. The represented differential is largely
due to the demographics of our workforce, we have a higher number of men than women in roles withhigher remuneration and more men than women in junior roles. This combination results in mean andmedian pay for males being higher than mean and median pay for females overall.
Hourly Pay Quartiles
Pay quartiles are calculated by splitting all employees in an organisation into four even groups according
to their level of pay.

Male %
7473
8188

Lower quartile
Lower-middle quartile
Upper-middle quartile
Upper quartile

Female %26271912Bonus Pay
This measures the differences in earnings between genders based on bonus, commission and incentive
earnings paid over the 12-month period preceding the snapshot date. This is reported as a mean andmedian figure.
Proportion of males and females receiving bonus payment
Proportion of Employees
2023

Male95 %Female85 %There is a slightly higher proportion of males than females who received a bonus payment during thiswindow due to there being more males in senior positions, and thus eligible for higher bonus targets, thatare eligible to receive a bonus.
Bonus Pay Gap
2023

Mean Bonus Pay Gap

Median Bonus Pay Gap

Bonus

41.7%

20.3%

This is based on all bonuses paid during April 2022 to March 2023. For both mean and median bonus
figures, male employees received higher bonuses during the relevant period.
Notably, the vast majority of bonus payments are commission payments to those in commission-based
roles and thus are highly variable and dependent on roles and individual employee performance. An
additional relevant input to this presented difference is that there are more males in senior positions
eligible for commissions, compared to females.
There are many factors influencing pay and potential differentials, including role type and individualperformance. We recognize that the fairness and inclusivity of an organisation’s compensation system is
a complex issue and Zscaler is dedicated to equity and fairness in pay through process and policy
reviewing, including review of our job architecture which will allow for more accurate comparisons
between male and female employees.
As a software company, Zscaler faces the same challenges as others in our industry in growing gender
diversity, especially in higher paid technical roles. According to LinkedIn, Sales (Systems) Engineers andNetwork Engineers in the London metro area are respectively, only 12%* and 14%* women.
*LinkedIn data pulled from LinkedIn Insights in July 2022
Our commitment to a Diverse Workforce
At Zscaler UK Limited we are committed to investing in our people and have ongoing initiatives tosupport equity and gender diversity in our organisation through:Flexible working
We have defined our approach to the workplace, infrastructure and the talent we will recruit, develop andenable, requiring a balance of what the company needs to be effective and what an employee wants tobe most productive. At the highest level, we will be flexible in offering office based, hybrid and remote
work options with a structure to support that approach. The new approach is called the Future of Work
Policy.

Diversity and Inclusion Training
As our employee base grows, we’re continuing to invest in the programs and structures that foster
inclusion and belonging. This includes courses on diversity awareness, managing bias, and tailored
training for leaders on the role of diversity in building high-performing teams. Looking ahead, one of ourkey priorities in this area is to develop a holistic DEI strategy that covers the talent pipeline, recruitment
and hiring practices, pay and benefits, promotion, retention, and the overall employee experience (ESG
Overview / Social).
Women’s Mentoring programme
Women in Zscaler Engage (WIZE) is an employee affinity group at Zscaler that works to foster aninclusive and supportive environment for women to engage and advance through their careers. Zscaler
provides Employee Resource Groups, a Women in Zscaler Engage page that supports women in theworkforce.
Talent Pipeline for women in senior roles
Zscaler and WIZE are expanding resources to accelerate development and promotion opportunities. Thismeans building and growing leadership development programs and targeting mid-level managers incareer development resources and opportunities to ensure improved internal mobility across our talentpipeline.
Company Commitment
We as a company are committed to offering equal employment opportunities and our policies aredesigned to attract, retain and motivate the best staff regardless of gender, sexual orientation, race,religion, age, disability or educational background.
I can confirm the accuracy of the data presented in this report as of 5th April 2023 and that it has been
calculated in accordance with the legislation and guidelines for gender pay reporting.

Brendan Castle
Chief People Officer