1st April 2022
Gender Pay Gap Report 2021
Gender Pay Gap Report 2021
This is our fifth Gender Pay Gap report and we are pleased to say that the overall trend is positive.
We are happy to report that we have managed to improve our overall pay gap, with the mean moving from 22.08% in 2020 to 19.65% in 2021 and the median moving from 15.17% in 2020 to 12.35% in 2021 for Mindshare employees in the UK, which covers both our UK and WW operations.
Our mean bonus gap has also significantly reduced, with the mean moving from 36.44% in 2020 to 19.04% in 2021. However, the 2021 median bonus gap stands at 15.76%, which is higher than the 11.1% in 2020. The reason for this is that whilst we have seen a reduction in our overall headcount across both genders and all 4 quartiles since 2020, the number of women is still significantly higher in our lowest two quartiles, which has had the effect of increasing our median bonus gap.
Our overall gender split across the business has also seen a positive trend. The overall gender split is 58.1% female to 41.9% male. We are pleased to report that our upper quartile (Q4) now shows a close to equal gender split with 49% female versus 51% male, rising from 40% female in our first Gender Pay Gap report in 2017. This is partly due to the fact that more women than men have been promoted into senior roles and there has been a higher decrease of men since 2020 at this same level.
However, and as much as we are pleased to see our efforts paying back, our fourth quartile still remains largely responsible for our pay gap and is our area of focus.
We know that there are lots more things to do, which is why we have multiple policies and programmes in place to try and tackle the underlying societal and business issues that cause the gender pay gap.
These include initiatives like enhanced shared parental policies and maternity leave policies, equal opportunity promotions, female leadership programmes, flexible working policies and support for those who have been out of the workplace for a long period as well as programmes for those people looking to start second careers in the industry. You can read about these and more later in this report.
We are an inclusive employer and believe discrimination, oppression and inequities towards people of different race, ethnicity, gender, sexuality, abilities, age or any other differences, are unacceptable and have no place in the world or within our Mindshare family. We strive for an environment where everyone is treated fairly and respectfully, has equal access to opportunities and resources, where everyone can have their voice heard and can contribute to the organisation’s success.
We are both committed to doing everything we can to close the gender pay gap and will continue to measure and monitor our performance as well as introducing the policies and initiatives that are required.
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