The snapshot data taken between April 2023 and April 2024 shows a decrease in all gender pay gap reported data at Creative Assembly UK. This shows a mean gap of 11.6% and a median gap of 10.8%, this is the lowest since reporting began in 2017. 

 

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We are confident that there is not an equal pay issue, there is equal treatment for work of equal or similar value. In addition, all eligible employees receive a bonus. Bonuses go through an extensive process which includes checking for any issues of inequality. 

However, overall, across CA UK there has been a decrease in those identifying as women in the workforce, with 17.7%, compared to 18.1% in 2023. This is likely due to organisational changes and an overall workforce reduction undertaken in 2023-24.  

Despite the improvements shown, we recognise that due to the number of women in the workforce, small change can have significant impact on this data, and we continue to expect fluctuations in the future. 

 

Mean - gender pay gap	11.35%
Median - gender pay gap	10.81%
Mean - bonus gender pay gap	25.01%
Median - bonus gender pay gap	14.40%
Proportion of males receiving a bonus payment	87.21%
Proportion of females receiving a bonus payment	89.29%

	Female	Male
Proportion in the lower quartile pay band	20.30%	79.70%
Proportion in the lower middle quartile pay band	20.50%	79.50%
Proportion in the upper middle quartile pay band	14.50%	85.50%
Proportion in the upper quartile pay band	13.70%	86.30%

Historical gender pay data can be found in the appendix.

 

Creative Assembly’s equality, diversity and inclusion strategy 

We embed inclusion as a foundational aspect across Creative Assembly - from how we manage our teams, how we collaborate and communicate, to how we develop and market our games. We do this in a way which is authentic to our games, culture, values and our people.  

Our focus is on three key areas: 

 

1. Thoughtful, considered and authentic representation in our games and marketing 

Impact: Showcasing diverse role models in an authentic way to inspire others to think and act differently; utilising the power and reach of our games and brand voice. 

2025 actions include but are not limited to: We strive to deliver authentic experience regardless of subject matter, time period or IP. To support authentic inclusion, we continue to embed inclusive content and marketing discussions in our games development process, which is governed by our existing development framework. Our marketing strategies both for the business and our games aim to showcase a variety of spokespeople, in doing so developing our talent with appropriate training and opportunities. 

 

2. An inclusive workplace community, founded on safety and belonging 

Impact: Retention and development of diverse teams; ensuring they have a voice to bring new perspectives and ideas at all levels of the organisation, leading to innovation and supporting positive cultural transformation. 

2025 actions include but are not limited to: We continue to support and promote employee networks improving how we integrate employees in the ways we work and make decisions. This is foundational to our culture, which is supported by clear expectations on values and behaviours.  

 

3. Inclusive team practices driven by inclusive leadership 

Impact: Attraction, retention and development of diverse talent, supporting the diversity of the organisation and the wider industry.  

2025 actions include but are not limited to: We continue to provide policies and support for diverse employees such as supporting gender transition in the workplace, neurodiversity in the workplace, helping parents to return to work, and helping carers to balance their work and caring responsibilities. We continue to provide and evolve training for leadership and employees on inclusion in the workplace. We also commit to industry scholarships for underrepresented groups in both the UK and Bulgaria to support the development of local talent. 

 

Our strategy sets actionable commitments for each level of the business, from leadership to individuals. We continue to embed and evolve this work to improve how we attract diverse employees, how we develop and retain them; ensuring everyone has a voice within the studio.

 

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Declaration

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

 

 

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HISTORICAL GENDER PAY REPORT DATA

 

APRIL 2022 - APRIL 2023 DATA

Mean - gender pay gap	14.05%
Median - gender pay gap	14.37%
Mean - bonus gender pay gap	27.29%
Median - bonus gender pay gap	18.85%
Proportion of males receiving a bonus payment	81.82%
Proportion of females receiving a bonus payment	80.60%

	Female	Male
Proportion in the lower quartile pay band	23.37%	76.63%
Proportion in the lower middle quartile pay band	21.31%	78.69%
Proportion in the upper middle quartile pay band	15.76%	84.24%
Proportion in the upper quartile pay band	10.93%	89.07%

APRIL 2021 - APRIL 2022 DATA

Mean - gender pay gap	16.45%
Median - gender pay gap	16.11%
Mean - bonus gender pay gap	33.95%
Median - bonus gender pay gap	25.63%
Proportion of males receiving a bonus payment	79.69%
Proportion of females receiving a bonus payment	81.89%

	Female	Male
Proportion in the lower quartile pay band	22.99%	77.01%
Proportion in the lower middle quartile pay band	20.23%	79.77%
Proportion in the upper middle quartile pay band	18.39%	81.61%
Proportion in the upper quartile pay band	8.67%	91.33%

 

APRIL 2020 - APRIL 2021 DATA

Mean - gender pay gap	16.7%
Median - gender pay gap	17.1%
Mean - bonus gender pay gap	29.4%
Median - bonus gender pay gap	26.6%
Proportion of males receiving a bonus payment	71.3%
Proportion of females receiving a bonus payment	68.2%

	Female	Male
Proportion in the lower quartile pay band	23.8%	76.2%
Proportion in the lower middle quartile pay band	23.4%	76.6%
Proportion in the upper middle quartile pay band	19.3%	80.7%
Proportion in the upper quartile pay band	9.4%	90.6%

 

APRIL 2019 - APRIL 2020 DATA

Mean - gender pay gap	20.5%
Median - gender pay gap	19.5%
Mean - bonus gender pay gap	25.5%
Median - bonus gender pay gap	24.8%
Proportion of males receiving a bonus payment	73.1%
Proportion of females receiving a bonus payment	62.5%

	Female	Male
Proportion in the lower quartile pay band	18.9%	81.1%
Proportion in the lower middle quartile pay band	30.3%	69.7%
Proportion in the upper middle quartile pay band	21.1%	78.9%
Proportion in the upper quartile pay band	6.3%	93.7%

 

APRIL 2018 - APRIL 2019 DATA

Mean - gender pay gap	23.1%
Median - gender pay gap	22.9%
Mean - bonus gender pay gap	33.8%
Median - bonus gender pay gap	18.6%
Proportion of males receiving a bonus payment	81.2%
Proportion of females receiving a bonus payment	69.8%

	Female	Male
Proportion in the lower quartile pay band	16.8%	83.2%
Proportion in the lower middle quartile pay band	29.4%	70.6%
Proportion in the upper middle quartile pay band	14.3%	85.7%
Proportion in the upper quartile pay band	6.7%	93.3%

 

APRIL 2017 - APRIL 2018 DATA

Mean - gender pay gap	19.7%
Median - gender pay gap	23.5%
Mean - bonus gender pay gap	37.5%
Median - bonus gender pay gap	19.5%
Proportion of males receiving a bonus payment	88.4%
Proportion of females receiving a bonus payment	82.9%

	Female	Male
Proportion in the lower quartile pay band	16.5%	83.5%
Proportion in the lower middle quartile pay band	28.2%	71.8%
Proportion in the upper middle quartile pay band	22%	78%
Proportion in the upper quartile pay band	4.5%	95.5%

 

APRIL 2016 - APRIL 2017 DATA

Mean - gender pay gap	20.3%
Median - gender pay gap	23.3%
Mean - bonus gender pay gap	38.2%
Median - bonus gender pay gap	25.3%
Proportion of males receiving a bonus payment	78.6%
Proportion of females receiving a bonus payment	71.6%

	Female	Male
Proportion in the lower quartile pay band	14.7%	85.3%
Proportion in the lower middle quartile pay band	24.8%	75.2%
Proportion in the upper middle quartile pay band	18.8%	81.2%
Proportion in the upper quartile pay band	3.5%	96.5%