Gender Pay Gap Report
Our Numbers: April 5, 2024
Gap in hourly pay (as at April 5, 2024)
The improvement in our hourly pay gap this year was driven by increased representation of females in our highest paid roles.
A note on mean vs median
- The gap in mean pay compares the average pay of females to the average pay of males
- The gap in median pay compares the pay of the middle-placed female (when ordered high to low by hourly pay), to the pay of the middle-placed male. This measure can be a useful reference as it is less impacted by the pay associated with a very small number of senior executive roles
Proportion of males and females by hourly pay quartile
This is the proportion of males and females in each pay quartile when all individuals are ordered low to high by hourly pay, then divided into four equal groups.
Gap in bonus pay
(April 6, 2023 to April 5, 2024)
Since bonus pay becomes a more substantial part of compensation as seniority increases, the gap in bonus pay is influenced by the higher number of men in higher-level positions. The gap in bonus pay can fluctuate more year to year compared to the gap in hourly pay due to the significant impact of performance differentiation between business units each year when determining bonus pay.
Proportion of males and females receiving bonus pay
This is the percentage of males and females who received a form of bonus pay in the 12 months leading up to April 5, 2024. This is impacted by the number of new hires who joined October 1, 2023 or later who were not eligible to participate in our annual incentive programme for 2023.
