UK Gender Pay Gap Report 2022-23

UK Gender Pay Gap Report 2022-23

March 26 2024 | Studio | Legacy Project

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). 

graph 1

 

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.

 


 

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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 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%