Kroll UK 2022
Gender Pay Gap ReportTable of Contents
03 ................... Management Overview
04 ................... Gender Pay Gap Reporting Explained
06 .................. At a Glance
07 ................... We Focus on Fostering an Inclusive Culture
08 ................... We’re Making Steady Progress
09 ................... Statutory Disclosures
10 ................... Year-on-Year Comparisons

Management Overview
Our firm welcomes difference and celebrates diversity.
The talented people who work at Kroll bring a variety of skills
and ideas to our firm. Together, they form teams that provide
high-quality work to our clients and engage our communities
every single day.
We’ve made progress in reducing our pay gaps this year,
but we still have more to do. We know that there are multiple
reasons that contribute to pay gaps. At Kroll, the primary
driver can be attributed to the lower representation of
women in more senior roles. While we continue to address
this to make a meaningful change, we recognize that ourefforts need to focus on every stage of people’s careers. Thisis why we continue to focus on recruitment, development,
training, opportunities, culture and retaining our best talent.
At Kroll, we do not want gender, ethnicity, identity,
background or beliefs to be a barrier to anyone’s career.
That’s why we’re taking action to reduce our pay gaps andcreating a firm where all colleagues can thrive.

Gender Pay Gap Reporting Explained
The gender pay gap shows the difference in the average hourly rate of pay between women andmen in an organization, expressed as a percentage of the average male earnings. A gender pay
gap can be driven by several factors, including a lack of women in senior positions.
It is important to note that this is different to the issue of equal pay; namely, the legal requirement to pay
men and women the same for equal work is governed by the Equality Act. Organizations such as Kroll must
follow the calculation methodology set out by the Government Equalities Office to report its mean andmedian gender pay gap, bonus gap and distribution across pay quartiles.

Distinguishing Between Median and Mean
The median is the figure that falls in the middle of arange when the wages of all relevant employees arelined up from smallest to largest. The median gap iscalculated based on the difference between theemployee in the middle of the range of male wages
and the middle employee in the range of female
wages. For instance, the median female in the UK

holds a Level 3 position while the median male holds
a more senior Level 4 position.
The mean is calculated by adding up the wages of
all relevant employees and dividing the figure by the
number of employees. The mean gender pay gap iscalculated based on the difference between meanmale pay and mean female pay.

Median Calculation
MedianLowest paid

Highest paid

Mean Calculation

Sum of women’s hourly rate of pay++Total number of women4

Sum of men’s hourly rate of pay

VS++Total number of men

5At a Glance
Headline gender pay figures
for Kroll UK

Understanding the gap

gender pay and bonus gap based on hourly rates
of pay as of 5 April 2022, and bonuses paid in theyear to 5 April 2022.
Gender pay gap
MedianMean

18.1%

27.7%

• As of April 2022, women represented
26.1% of senior management. This
continues to show improvement—in April
2021, this figure stood at 22.3%—withroom to grow further.
• Similarly, because there are fewer women in
the most senior positions, where higher
bonuses are paid and where bonuses
represent a higher percentage of base pay,this drives the larger gap for bonuses.

Gender bonus pay gap
MedianMean

39.1%

50.2%

• While we continue our relentless focus on
increasing the number of women in senior
positions, we will also increase our efforts tominimize any in-level gaps. Our average pay
gap within Levels 2 through 6 is 4.5%;
although at Level 5, the pay gap is 7.7% in
favor of women. Even these gaps are
statistically insignificant given the relatively
small populations at each level andconsidering we’re comparing different roles
in different service lines and functions.

The proportion of males and females
receiving a bonus payment

80.6%• The disparity in our gender pay gap ismainly due to women continuing to holdfewer senior positions within the company
than men. As of April 2022, women madeup 37.8% of our overall UK workforce.

82.9%

Gender breakdown by level
Proportion of females and males in eachquartile bandLevel

FemaleMaleQuartile

6/MD

13.3%

86.7%

Upper

5/Director/AMD

28.1%

71.9%

Upper

21.4%
27.5%

72.5%

Upper middle

4

28.6%

71.4%

Lower middle

Lower middle

3

36.1%

63.9%

Lower

Lower

2/1

35.3%

64.7%

064.4%

35.6%

Upper middle

35.1%

41.2%
Female

6

78.6%

64.9%

41.2%
Male2022 UK Gender Pay Gap Report

We Focus on Fostering an
Inclusive Culture
Our culture and workingenvironment
An inclusive culture and working environment isimperative to support our gender balance actions.
A key part of an inclusive culture is diversity acrossall dimensions. Management has a role to play,leading efforts to promote our desired culture. But
our culture is defined by the inclusive actions of all
employees in aggregate.

Inclusion
We’ve not only taken action to improve gender atKroll, but also diversity. Our focus on inclusion isabout creating an environment where every
individual is comfortable being themselves, isrespected and can succeed in their role. Thisincludes:• Appointing our first Chief Inclusion andDiversity Officer, William Rolack• Creating a new set of values, specificallyidentifying inclusion as one of our six key pillars• Providing mandatory unconscious bias andinclusive leadership training to managers
across our company• Formalizing our hybrid working policy,
cementing our longstanding focus onproviding colleagues flexibility es flexibility
We recognize that the burden of childcare continues
to disproportionately fall on females and that we needto provide the ability to meet commitments within oroutside of a typical work schedule. In addition toflexibility within a standard full-time work pattern,
we offer employees the opportunity for part-timework schedules, condensed work weeks, job sharing
and other non-standard work patterns.

Attracting senior talent
The Human Capital team works closely withleadership to attract and hire senior diverse talent.
Efforts include identifying and reaching out tofemale senior talent at similar organizations in ourindustry and leveraging the network of our seniorcolleagues. When leveraging outside recruitment
agencies, we work with agencies that have a strong
process and track record for identifying and placing
diverse talent. Building a strong culture is vital toattracting talent who are demanding the kind ofculture that Kroll embraces.

Benefits that help
We pride ourselves in offering benefits that
support all our colleagues. We provide generous
support for those welcoming a new child to theirfamilies and need flexibility when returning towork. We are proud to provide support for thosewith emergency child or eldercare needs andcontinue to focus on developing and adapting
our benefits policies to ensure they support thefull diversity of our workforce. and adapting ourbenefits policies to ensure they support the full
diversity of our workforce.

7

We Are Making Steady Progress
While our data shows that we have identified andare focusing on the correct actions, it also showsthat meaningful and sustained change takes timeand consistent focus by both our senior leaders aswell as colleagues at all levels. We also know thatsome of our actions to improve the gap over thelong-term may have short-term distorting effects.
For instance, increasing the number of women as
part of our university hiring may have an initial

negative impact on our gap since having morejunior women lowers average female pay.
The chart below shows that the firm is steadily
increasing the representation of women in ourmost senior roles. While it’s not always linear andarguably the trend line may not be as steep as wewould like, it shows positive progress over time.

252015

16

15

10

96

5

7

308

2017

2018

2019

2020

2021

2022

2022 UK Gender Pay Gap Report

Statutory Disclosures
Kroll Advisory Ltd.
Under the regulations, Kroll is required to report ourgender pay gap for those legal entities that have atleast 250 employees. While the data referenced
throughout this report refers to our entire UK
population, we are required to report data for Kroll
Advisory Ltd. This entity was previously known as
Duff & Phelps Ltd. and included 46% of our UK
employees. Other employing entities did not meetthe 250-employee threshold

Proportion of females and males in eachquartile band
Quartile

Mean

25.2%

36.6%

Upper

Upper middle

Upper middle

Lower middle

Lower middle

LowerLower

34.7%

44.6%

Gender pay gapMedianUpper

19.8%

45.1%

80.2%

65.3%

55.4%

54.9%

FemaleMaleDeclaration
Gender bonus pay gap
MedianMean

34.3%

66.4%

The proportion of males and females
receiving a bonus payment

79.8%

We confirm that the Kroll’s gender pay gap
calculations are accurate and meet therequirements of the regulations.

Scott Oblow
Chief Human
Resources Officer

Patrick Puzzuoli
Chief Financial Officer

86.7%

9Year-on-Year Comparisons
These comparisons revert to reporting information for the entire Kroll population.

Entire Kroll UK Population

MedianMean

2021

2022

2021

2022

Gender pay gap

26.3%

18.1%

31.4%

27.7%

Gender pay bonus gap

49.9%

39.1%

68.6%

50.2%

Entire Kroll UK Population

Proportion of staff
receiving a bonus

MedianMean

2021

2022

2021

2022

80.8%

82.9%

80.7%

80.6%

Proportion of males and females in each quartile band
Upper

19.2%

21.4%

80.8%

78.6%

Upper middle

28.8%

27.5%

71.2%

72.5%

Lower middle

38.5%

35.1%

61.5%

64.9%

Lower

48.3%

41.2%

51.7%

58.8%

102022 UK Gender Pay Gap Report

Across 32 countries and territories

The Americas

Europe, Middle East and Africa

Asia PacificAtlanta

Minneapolis

Abu Dhabi

LondonBeijing

AustinMorristown

Agrate Brianza

Longford

Guangzhou

BermudaNashville

Amsterdam

Luxembourg

Hanoi

BogotaNew York

Barcelona

MadridHong Kong

BostonPhiladelphia

BerlinManchester

Hyderabad

Buenos Aires

Richardson

BilbaoMilanoJakarta

ChicagoSan Francisco

Birmingham

MunichKuala Lumpur

Dallas

Sao Paulo

Brussels

Padua

ManilaDiamond Bar

SeattleChannel Islands

Paris

MumbaiEllensburg

SecaucusDubai

Pesaro

New Delhi

HoustonSilicon Valley

DublinRiyadhShanghai

Los Angeles

TorontoFrankfurt

Rome

Shenzhen

Mexico City

Washington DCGibraltar

Tel Aviv

Singapore

Miami

Waterbury

Guernsey

Turin

SydneyJohannesburg

ZurichTaipei

Caribbean
British Virgin Islands

LisbonTokyo

Cayman Islands11About KrollAs the leading independent provider of risk and financial advisory solutions, Kroll leverages our unique insights, data and technology to help clients stay ahead ofcomplex demands. Kroll’s global team continues the firm’s nearly 100-year history of trusted expertise spanning risk, governance, transactions and valuation. Ouradvanced solutions and intelligence provide clients the foresight they need to create an enduring competitive advantage. At Kroll, our values define who we are andhow we partner with clients and communities. Learn more at Kroll.com.
M&A advisory, capital raising and secondary market advisory services in the United States are provided by Kroll Securities, LLC (member FINRA/SIPC). M&A advisory,
capital raising and secondary market advisory services in the United Kingdom are provided by Kroll Securities Ltd., which is authorized and regulated by the Financial
Conduct Authority (FCA). Valuation Advisory Services in India are provided by Kroll Advisory Private Limited (formerly, Duff & Phelps India Private Limited), under acategory 1 merchant banker license issued by the Securities and Exchange Board of India.
© 2023 Kroll, LLC. All rights reserved. KR23020652