2021
SIE GENDER PAY GAP REPORT2021
SIE GENDER PAY GAP REPORTOUR COMMITMENT
We are committed to strengthening our efforts around diversity, equity, and inclusion.
“At SIE we bring out the best in our global team members by creating a sense ofbelonging, being a place where they can grow, and ensuring everyone feels
valued, heard, and supported so we can push the boundaries of play.”- SIE’s Global DE&I vision

WHAT IS THE GENDER PAY GAP?
Gender pay gap is the difference between the average hourly rate of pay received byall men and women employees across an organisation, irrespective of their role orseniority. This is distinct from Equal Pay laws, which have required men and women
performing equal work to be paid equally since the 1970s. We are confident from ourinternal benchmarking and salary reviews at Sony Interactive Entertainment (SIE), that
our employees are paid equally for doing equivalent jobs across our business.
Gender pay gap reporting makes use of two types of averages:•T he mean, which is the sum of every employee’s hourly rate of pay, divided by thetotal number of employees.
•T he median, which is the exact middle point between the employees with the lowest
and highest hourly rates of pay.
The gap is the difference between these averages for men and women employees.
Our 2021 UK reporting shows that at SIE, our mean gender pay gap is 7.03% and ourmedian gender pay gap is 11.43%.
The statistics below are based on a snapshot of data taken on 5 April 2021.

OUR FIGURESGENDER PAY & BONUS GAPDIFFERE N C E BE T W E E N
MEN & WO M E NMEDIANMEAN

Gender Pay Gap

11.43%

7.03%

Gender Bonus Gap

22.73%

31.62%

22021PROPORTION OF EMPLOYEESRECEIVING 2021 BONUS

Received Bonus(Male: 80%, Female: 78%)

No Bonus Received(Male: 20%, Female 22%)

SIE GENDER PAY GAP REPORT

20%

22%

F EMA L E

MA L E

80%

78%

PROPORTION OF MALE AND FEMALE
EMPLOYEES PER EARNINGS QUARTILE(393 EMPLOYEES PER QUARTILE)

FemaleMaleU P P ER QUA RTILE

20%80%

UPPER MI DDLE QUA RTILE

24%

76%

LOWER M IDDLE QUA RTILE

36%

64%

LOW ER QUA RTILE22%78%32021
SIE GENDER PAY GAP REPORT

WHAT’S BEHIND OUR GENDER PAY GAP?
Our employee population is 75% men and25% women. Our leadership positions
naturally have higher salaries andbonuses, so the greater proportion ofmen to women has a significant impact
on our overall gender pay and bonus gaps.
WHAT’S BEHIND THE INDUSTRY
GENDER PAY GAP?
It has widely been acknowledged thatwomen have been underrepresented in
STEM (Science, Technology, Engineering,and Mathematics) education courses andoccupations for years.

• Additionally, in 2021 we continued
our partnership with Talking Talent,a resource for working parents, withdownloadable templates, step-by-stepguidance, and bite-sized advice frompeers and coaches.
Talent Acquisition & Recruitment• We are encouraging women to apply forroles at SIE through targeted job boards
and recruitment channels. In 2021 weestablished external partnerships withWork180, She Can Code, Black Young
Professionals (BYP) and myGwork.

There are many factors that contribute to
the barriers that women face, including
gender bias in recruitment and promotion,
inflexible work models, and non-inclusive
work cultures. These barriers increase forolder women, LGBTQ+ women, womenwith disabilities and women from ethnic
minority backgrounds.
WHAT ARE WE DOING TO CLOSE THE GAP?
We are dedicated to closing the gender
gap across our business and haveadopted several initiatives to decrease
our gap:
Supporting families and caregivers• We have continued to develop policies
and initiatives that support employeeswith families, caring responsibilities,
and other personal commitments,
including our flexible hours and remote
working policy. We have also introducedour new hybrid office/remote working
model, ‘Flex Modes’. Flex Modes seeks
to combine the flexibility of remote
working with in-person collaboration.
We hope Flex Modes will help us
address both the needs of the individual
and the needs of the business, whilestrengthening our collaboration,connections and culture.
• We now have a Families@PlayStation
working group; a community of parent
and caregiver employees, who focus on
supporting each other and enhancing
the individual experience, ensuring thatPlayStation is the best place for families
to work.

• We have introduced our Diverse Slatepolicy for roles at Director level andabove – requiring at least two people
from an underrepresented group(women and ethnic minorities) in theface-to-face stage of the interview
process before an offer can extended.
SVP approval must be obtained before
an offer can be made where Diverse
Slate policy has not been met.
• Removing unconscious bias from job
descriptions: SIE job descriptions are run
through the Textio programme before
they go live to reduce implicit bias
across role description and necessary
qualifications to attract a broader set ofcandidates.
• Working with hiring teams to develop
structured selection processes basedon competence to support fair andthoughtful decision-making.
• Providing Unconscious Bias training forhiring managers, to equip them with theskills to recognise where and how bias
is likely to occur in the hiring process.

4

2021
SIE GENDER PAY GAP REPORT

Learning and Development• Targeted development opportunities for
women: 2021 saw us pilot a ‘Dare to be
Bold’ programme - a course designed toprovide a toolkit of practical strategies,
tools and techniques that enable
employees at all levels to successfully
navigate the evolving hybrid worklandscape.
• We also offer training opportunities
to all employees through external
providers that cover a wider variety
of subjects including, Unconscious
Bias, Inclusive Language Training andAllyship in the Workplace.
Employee Groups - eNets
We have continued to invest in
our Women@PlayStation eNet andthe other Employee Network groups.
This year Women@Playstation has:• Continued our external partnerships
and strengthened our social justiceefforts through InnovateHer and thePrinces Trust• Organised speaker events on a rangeof subjects including women’s safety• Provided resources to the businessvia toolkits.
• Supported the establishment of aninternal Male Allyship group• Partnered with senior executives to run
company-wide Town Halls focused on
gender-based topics and issues
Embedding DE&I Across the Business
To help us realise our new DE&I vision, wecreated three areas of focus for our DE&I
efforts in 2021:• Drive and promote a safe environment
for underrepresented groups• Define and enable inclusion andbelonging for all• Build an underrepresented talent pipelinefor a career in the gaming industry.
We are committed to being intentional
about ensuring underrepresented groups– women, ethnic minorities, LGBTQ+ andpeople with disabilities – feel heard andseen:• We recently ran our first company-wide
Inclusion and Belonging survey.
We are now working to analyse thedata and develop a strategy to address
the feedback and insights that camefrom our employees• We are actively capturing moreintersectional data on our employees,
which will inform diversity, equity
and inclusion programmatic efforts
and benefits offerings, allowing us tobuild programming to create a better
employee experience.
• Along with colleagues across Sony
Group, we marked our 6th annual‘Diversity Celebration’ last Octoberand embraced the theme of ‘Diversity
Reimagined’. Through a slate of eventsand initiatives, we addressed how
individuals, groups and organisations
are being asked to reimagine, reinvent,and refresh how DE&I is brought
to life to enable sustainable,
institutional change.
We know that there is much more for us
to do to achieve better gender balanceat all levels of our organisation. We willcontinue to work to build and safeguard
a work culture that is inclusive andsupportive, where everyone can growand flourish, without exception.
For more information on the gender
split of the Global SIE workforce, please
see this blogpost on sie.com.

5