Gender Pay Gap Statement
We are dedicated to building an inclusive and diverse culture at Emperor and our gender pay gap data each year is a key data point for review.
The gender pay gap is described as ‘the difference between the average earnings of men and women across the workforce.’ But there is so much more behind the headline figures. The gender pay gap data is a snapshot that reflects our UK gender split at a specific point in time (6 April 2024).
We use this data as just one reference for our actions in the EDI space. It acts as an indicator for areas of the business that we need to investigate and improve. Just like the insights we received from our diversity data collection which over 90% of our partners have completed.
First things first, it’s important to note that ‘gender pay gap’ and ‘equal pay’ are not the same. Equal pay refers to men and women performing the same work or job, being paid the same. Emperor pays partners equally for doing the same job. The gender pay gap refers to the difference in the average earnings of men and women across the whole of Emperor at a specific period in time regardless of their role. Even when employers have effective pay policies that promote equal pay, there might still be a gender pay gap in the organisation if, for instance, most of the men employed there have higher-paid jobs compared to women.
Compared to 2023, the 2024 figures for Emperor do show a decrease in the gender pay gap. While this is positive, the fact remains that there is still a gap, so it is important we look at these figures in more detail and not be too self-congratulatory.
On 6 April 2024, our gender split was 117 men and 160 women. That's 42.1% men and 57.9% women. In 2023, it was 43% men and 57% women, so we’ve seen a minimal shift here.
Mean and Median gap
Mean | Median | ONS (Median) |
15.4% | 10.8% | 13.1% |
The mean average rate is calculated by adding up everyone’s salary at Emperor and dividing by the number of people employed at that time. The median average rate is calculated by listing all salaries at Emperor in order from the lowest to highest, and pinpointing the salary in the middle, the median.
The mean difference in the average rate of men’s and women’s pay, is 15.4% when compared to men, whilst the median difference between the midpoints in the range is 10.8%.
Compared to 2023, that’s a .3% increase in Mean Gender Pay Gap and a 2% decrease in Median Gender Pay Gap. The ONS (Office of National Statistics) publish a preliminary number of 13.1% which is a decrease from 14.3% in 2023. We sit below the national ONS average at 10.8%, a full 2.3% lower.
Our Gender Pay Gap Over time
| Mean Pay Gap | Median Pay Gap | ONS (Median) |
2021 | 21.8% | 18.9% | 15.4% |
2022 | 13.2% | 8.8% | 14.9% |
2023 | 15.1% | 12.8% | 14.3% |
2024 | 15.4% | 10.8% | 13.1% |
Quartiles | Male | Female |
Lower | 36.2% | 63.8% |
Lower Middle | 41.4% | 58.6% |
Upper Middle | 40.6% | 59.4% |
Upper | 51.4% | 48.6% |
We all play a part
All partners have an active part and as an employee-owned organisation we must hold each other accountable to this. Over the past year, our Women’s Collective has truly come to the fore, playing a pivotal role in co-creating a range of impactful policies and guides designed to support both individuals and their partners:
- Domestic Abuse Awareness Policy, launched alongside a highly engaging awareness event.
- Fertility Treatment Policy, providing guidance and support for those undergoing fertility treatments.
- Pregnancy Loss Policy, offering compassionate support during difficult times.
- Parental Bereavement Policy, designed to support employees navigating the loss of a child.
- Menopause and Menstrual Health Policy, promoting awareness and providing guidance on reproductive health
- Manager’s Guide to Talking About Menopause, helping managers recognise that menopause effects everyone differently and the role that managers can play in supporting their teams
Key highlights from this Year:
- 50% female representation on our Executive Committee (ExCo).
- 56% female representation across our senior leadership team.
- Recognition in JP Morgan’s Top 200 Women–Powered Businesses.
Our 2023 mean bonus gap was –332.4% and median bonus gap was -100%. As an employee owned business, bonuses in Emperor come in the form of a distribution from the Employee Ownership Trust. Under the terms of the legislation, all employees must be treated on the same terms. Each individual's bonus is calculated on a formula based on salary and length of service. In this case the disparity is reflective of women being paid our maternity leave returners bonus.
While we are pleased with the progress we have made to date, we continue to hold each other accountable for ensuring we have a diverse and inclusive workplace.
This statement confirms that the published information is accurate at the time of publishing and is signed and authorised by Kingsley James, Director.