At Verian, we are committed to understanding the factors influencing our gender pay gap and to strengthening the consistency and fairness of our People practices.
Under the statutory reporting requirements set by the UK Government, organisations are required to report differences in average (mean) and median hourly pay, bonus pay, and the distribution of men and women across pay quartiles.
For Verian Group UK, the mean gender pay gap for hourly pay is 12.46%, and the median gender pay gap is 12.94%. This equates to women earning approximately 88p (mean) and 87p (median) for every £1 earned by men.
The mean gender pay gap for bonus pay is 67.82%, and the median gender pay gap is 84.85%, meaning that women receive 32p (mean) and 15p (median) for every £1 received by men when measured at the midpoint.
The proportion of employees receiving bonus pay is low overall. 5% of men (6 out of 113) received a bonus. A total of 13 women received a bonus during the reporting period. Therefore, bonus figures should be considered in the context of a relatively small eligible population and variation in bonus values.
The distribution of men and women across pay quartiles is as follows:
These results show balanced gender representation at the highest pay quartile, with a higher proportion of women in the lower and lower-middle quartiles. The gender pay gap reflects differences in average pay across the organisation and is distinct from equal pay.
We are committed to ensuring that our people processes are clear, consistent and support fair outcomes across the organisation.
Over the coming year, we will continue to strengthen how we identify and develop talent, with a focus on ensuring that progression opportunities are visible, supported and applied consistently.
To support this, we are introducing a performance framework and platform to provide greater clarity around objectives, performance and development. Alongside this, we are continuing to develop our people data and reporting capability to improve insight into workforce trends and support informed decision-making.
We will also review insights from our culture audit to better understand employee experience and identify any potential barriers to progression and will continue to support fair and inclusive decision-making through appropriate guidance and awareness initiatives.
“Our gender pay gap data reinforces the importance of having clear, consistent and transparent people practices. As Verian continues to grow we are focused on strengthening how performance, progression and development are managed, ensuring opportunities are visible and decisions are applied fairly and consistently. By improving our people data, introducing a clearer performance framework and listening closely to employee experience, we are taking practical steps to support fair outcomes for everyone at Verian”
Charlotte Kitteridge, Global People Director, Verian
“I’m pleased to be publishing our gender pay gap results for Verian UK. Beyond the statutory requirement this reporting is a critical tool for driving informed discussion, building trust and reinforcing our commitment to fairness and inclusion. We aim to be an open and accountable organisation and this exercise helps us understand where we are, why gaps exist and where we need to focus our efforts”
Craig Watkins, UK CEO, Verian