Addressing the gender pay gap within CA and the wider industry is an important part of our commitment to equality, diversity and inclusion. We work to a studio-wide strategy and actively support our employee-led Diversity and Inclusion Network and Employee Resource Groups. Our goal is to continue to grow an inclusive studio culture and improve working practices, to ensure that CA is welcoming, safe and a place where everyone’s voice is heard - seeing diversity represented at all levels.

Our multi-award-winning education work sets our ambition to leave a legacy through accessible education; encouraging more people from diverse backgrounds to consider a career in games.

We recognise that while there has been progress, we are far below our ambition of increasing representation across all levels at CA.

At CA, there has been a decrease in the hourly pay gap since 2019, while the bonus gap has risen over the last few years.

We must continue to support more diverse talent in the games industry, especially in senior positions. This requires a sustained focused effort in order see real change across the industry.

The gender pay gap

The snapshot data taken between April 2021 and April 22 show a decrease in the total number of females at CA UK, but a higher proportion in more junior roles compared to senior roles.
 

There are several factors that have contributed to the gender pay results:

• The overall number of females at CA has decreased since the previous reporting year (2022-21), with an overall of 82.4% males and 17.6% females for 2022, compared to 81% males and 18.9% female for 2021.
   
• In April 2022, men made up 82.4% of the workforce whilst women made up 17.6%. We should therefore expect to see similar representation of men and women across the four pay bands (Lower, Lower Middle, Upper Middle and Upper). However, Women are over-represented in the lower quartile (in junior positions), with more women hired into these roles than men.
   
• We are seeing positive trends of promotion and progression for females from the lower quartiles to the lower middle and upper middle. Women accounted for 24% of all promotions in the lower middle and upper middle quartiles during the reporting period. However, this progress is not being seen in the most senior positions where this percentage falls to 17% of all promotions.
   
• All eligible employees receive a bonus. Bonuses go through an extensive process which includes checking for any issues of inequality. Due to the reporting period, bonuses (which are paid annually) are not shown until the following year’s gender pay data (e.g., bonuses for 2021-2022 will be represented in the 2022-2023 data). The bonus pay gap is due to women joining CA in the lower quartiles (more junior roles) at a higher proportion than in senior roles. This leads to an increase in the bonus pay gap as more women in the lower quartile are eligible for bonuses year on year, with fewer eligible women represented in the upper quartiles.

We are confident that there is not an equal pay issue, there is equal treatment for work of equal or similar value.

Historical gender pay data can be found in the appendix.

Declaration

I confirm that the figures and content above are accurate to the best of our knowledge.

HISTORICAL GENDER PAY REPORT DATA

APRIL 2020 - APRIL 2021 DATA

APRIL 2019 - APRIL 2020 DATA

APRIL 2018 - APRIL 2019 DATA

APRIL 2017 - APRIL 2018 DATA

APRIL 2016 - APRIL 2017 DATA