Euromonitor International
Gender Pay Gap Reporteuromonitor international
gender pay gap report
Reporting on data collected in the 12 months prior to 5th April 2023

The secret of our success is our employees. We

We continue to have a strong representation ofcontinue to work hard to ensure we can attract andwomen in Senior roles in the business; 50% of ourretain talent to support the continued growth ofUK-based Leadership Team are female, 47% of

our business. Key factors in this are our approach

employees in our Upper Quartile for pay are womento Diversity and Inclusion and ensuring equity

and our Median Pay Gap has reduced to 2.44%.

across our full workforce. This includes all aspectsof employment from a fair recruitment process andopportunities for progression through to benefits andequal pay for equal work.

© 2024 Euromonitor International2

EUROMONITOR INTERNATIONAL GENDER PAY GAP REPORT

WHAT IS THE GENDER PAY GAPThe Gender Pay Gap is a calculation that looks
across all UK employees and provides details on
the gap between mean and median pay between
men and women. The calculation does not take
into account the positions of employees in theorganisation, however does ensure that the payof part time staff is calculated on a full timeequivalent basis.

WHAT IS INCLUDED
Pay: The pay calculation looks at the April 2023
payslip and includes all payments made in thatmonth, so includes any commission or bonus
payments made in April.
Bonus: The Bonus pay gap is calculated using
the total variable pay made to an employee in the12 payrolls between and including April 2022 andMarch 2023.

© 2024 Euromonitor International3

EUROMONITOR INTERNATIONAL GENDER PAY GAP REPORTOUR RESULTS
When reviewing our data we can see that our mean pay gap isdriven by a very small number of highly paid individuals in the UKoffice. Our bonus gaps are due to a combination of a very small
number of male employees outside of sales receiving high bonuses
and 35% of our male employees working in sales versus 24% of ourfemale employees. Sales employees, on average, receive higherbonuses.
When we divide our bonus data into those in sales schemes andthose in non-sales schemes we can see that:Bonus Pay Gaps

1.6%

-7.8%

45%

-8.3%

SALES: MEAN BONUS
GENDER PAY GAPNON-SALES: MEAN
BONUS GENDER PAY GAP

Pay and Bonus Pay Gaps

11.79%

2.44%

33.84%

31.96%

MEAN GENDER PAY GAPMEAN BONUS GENDERPAY GAPMEDIAN GENDER PAY GAPMEDIAN BONUS GENDERPAY GAPSALES: MEDIAN BONUS
GENDER PAY GAPNON-SALES: MEDIAN BONUS GENDER PAY GAP© 2024 Euromonitor International

4EUROMONITOR INTERNATIONAL GENDER PAY GAP REPORTPay Quartiles
55% of the UK workforce are female. Our representation by pay quartile is:Upper Quartile (UQ)

48%

53%

Upper Middle Quartile (UMQ)

62%

38%

Lower Middle Quartile (LMQ)

49%

51%

Lower Quartile (LQ)

63%

38%

Females

Males

PROPORTION OF EMPLOYEES RECEIVING A BONUS
Overall 75% of staff received a bonus; 72% of male staff and 78% offemale staff.
All Sales staff have a variable pay scheme from day 1 ofemployment.

For staff outside of Sales, those with more than 6 months service atthe end of the fiscal (31st March) are included in a bonus scheme.
The annual bonus calculated in this report for non-sales staff waspaid in May 2022. Non-sales staff employed after 31st October 2021
were not eligible for a payment.

© 2024 Euromonitor International5

EUROMONITOR INTERNATIONAL GENDER PAY GAP REPORT

WHAT ARE WE DOING TO ENSURE EQUAL PAY
As a business we have salary bands for our Sales, Consulting and Research Teams and pay all staff, regardless of gender, within these agreedbands. This ensures that we have equal pay for equal work.
We have a number of Employee Resource Groups; one of which is focused on Women and is sponsored by a member of the Leadership
Team. Gender Pay data for all offices with over 100 staff is shared with this group annually and they are asked to propose actions andinitiatives to support our ongoing commitment to equal pay for equal work.
Hybrid working is available to all. These Policies enable people to better balance work with personal passions and responsibilities and allow
those with caring responsibilities to continue to progress their careers with us.

DECLARATION
We, Tim Kitchin and Emma Blaney, confirm that the information in this statement is accurate and all data has been collated in accordancewith the Equality Act 2010 (Gender Pay Information) Regulations 2017.

TIM KITCHIN

EMMA BLANEY

Chief Executive

Global HR Director© 2024 Euromonitor International6