UK Gender Pay Gap Report 2022-23
March 26 2024 | Studio | Outreach
The snapshot data taken between April 2022 and April 2023 show a slight increase in the total number of females at CA UK, but a higher proportion in more junior roles compared to senior roles. In April 2023 those identifying as women made up 18.1% of the UK workforce, compared to 17.6% in 2022.
While there has been an increase in women in the Upper Quartile (the most senior roles) there has been a decrease in women in the Upper Middle Quartile. The decrease in the Upper Middle Quartile is the largest data variance compared to April 2022. In this Quartile, 15.76% are women as of April 2023, compared to 18.39% in the previous year.
Overall, the mean gender pay gap has continued to decrease, and is now at the lowest it has been since reporting began (in April 2023 it was 14.05% compared to 20% in 2017).
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 2022-2023 will be represented in the 2023-2024 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.
Despite the improvements the data show, we recognise that there have been workforce changes in the year 2023-24 in CA UK, and we expect this to be reflected in future data. As of February 2024, there are 17.4% women at CA UK.
We are confident that there is not an equal pay issue, there is equal treatment for work of equal or similar value.
| 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% |
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 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% |