Microsoft UK reports 8.3% mean gender pay gap

Microsoft UK reports 8.3% mean gender pay gap

Microsoft UK has reported a mean gender pay gap of 8.3% for average hourly pay as at April 2019.

The organisation, which currently has over 3,000 employees, reported its gender pay gap data in line with the government’s gender pay gap reporting regulations.

The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

Due to the Covid-19 (Coronavirus) pandemic, gender pay gap reporting regulations have been suspended for the 2019/2020 reporting period, however, some organisations have chosen to do so voluntarily.

Microsoft’s median gender pay gap is 10.2%, as at April 2019. On average, women earn 90p compared to every £1 their male counterparts earn.

Its median gender pay gap for bonuses paid during the reporting period is 29.1%; which is an increase on the 13% gap in the year before. The mean gender pay gap for bonus payments is 12.8%, compared to 6.6% the year before.

Over the reporting period, 99.5% of female employees and 90.3% of male employees received bonus payments.

Under one-quarter, (24.4%) of employees in the highest pay quartile at Microsoft are female, compared to 23.2% in the second quartile, 29% in the third quartile and 41.9% in the lowest pay quartile.

Andrea Winfield, UK HR director at Microsoft, said: “For the next reporting period, we can already see that our efforts to increase female representation are continuing to achieve positive results.

Sign up to our newsletters

Receive news and guidance on a range of HR issues direct to your inbox

OptOut
This field is for validation purposes and should be left unchanged.

“We are attracting and hiring women into all roles, yet the numbers are likely to continue rising more quickly at junior levels where we have more opportunities. We will focus intently on developing our female employees into more senior roles, and on hiring females into leadership positions.

“Although we anticipate there may be further regression in our gender pay gap numbers as we continue on our journey, we know that the actions we are taking now will achieve the balanced organisation we need to be able to close the gender pay gap in the long term.”