๐ก ๐ช๐ถ๐๐ต๐ถ๐ป ๐๐ง๐ฆ๐ ๐ญ๐ฌ๐ฌ ๐ณ๐ถ๐ฟ๐บ๐, ๐๐ต๐ฒ ๐ด๐ฒ๐ป๐ฑ๐ฒ๐ฟ ๐ฏ๐ผ๐ป๐๐ ๐ด๐ฎ๐ฝ ๐ถ๐ ๐ญ๐ญ๐ฏ% ๐ต๐ถ๐ด๐ต๐ฒ๐ฟ ๐๐ต๐ฎ๐ป ๐๐ต๐ฒ ๐ด๐ฒ๐ป๐ฑ๐ฒ๐ฟ ๐ฝ๐ฎ๐ ๐ด๐ฎ๐ฝ.
As we continue to explore monetary compensation within the UKโs most valuable companies, itโs important to look beyond base salaries. Compared to the gender pay gap, the gender bonus gap reveals even more striking differences in how men and women are paid.
โ#FTSE100 gender pay gap vs gender bonus gap
๐ The average gender pay gap is ๐ญ๐ฑ%, and the gender bonus gap is more than double at ๐ฏ๐ฎ%.
๐ผ Men earn more than women in salary at ๐ด๐ฒ% firms.
๐ This disparity grows even larger for bonuses, where men earn more at ๐ด๐ต% of companies.
๐ฉ๐ผ In less than ๐ด% of companies, women earn more on average than men.
โ๏ธ Just over ๐ฐ% of companies have equal pay for salaries and bonuses.
The data reveals that most companies still favor men in both pay and bonuses. While a small percentage of firms show equal pay or favor women, the overall trend highlights the ongoing need for efforts to achieve pay equity across gender
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The gender bonus gap is 113% higher than gender pay gap within FTSE100 firms. Why do you think thereโs such difference between โ
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