Gender Pay Gap

Gender Pay Gap

Hogarth Worldwide: Gender Pay Gap Report 2024

 

Introduction

At Hogarth we strive to create a working environment where everyone is treated equally regardless of gender, ethnicity, age, religion, sexual orientation or disability. We pride ourselves on creating a diverse and balanced workforce, as we believe this is a true representation of Hogarth’s values, work and ethos.

The gender pay gap is defined as the difference between the average earnings of all men and women in an organisation. This is a separate issue to equal pay, which is the legal requirement for people carrying out the same or similar work to be paid equally, regardless of gender. Our gender pay gap is not an equal pay issue, but one of lower female representation in our most senior roles and we remain steadfast in our commitment to addressing this. 

 

Results

This year, we have seen our UK mean pay gap continue to close, reducing from 16.5% to 14%. Our median pay gap increases slightly from 16.3% to 16.6%. Our mean bonus pay gap has also reduced from 20.5% to 16.7% and our median bonus pay gap has stabilised at 0%. We believe that these improvements are an accurate reflection of our initiatives and long-term commitment to achieve greater gender balance at our most senior levels in the UK. Overall, we have now seen a reduction of 12.7 percentage points since 2017. We expect the median data to continue to fluctuate given the relatively small changes that are required to affect the calculations.

 

The numbers

Gender Pay and Bonus Pay Gap

Difference between men and women

Mean (average)

Median (middle)

Gender Pay Gap

14%

16.6%

Gender Bonus Gap

16.7%

0%

 

Gender

Proportion Who Receive a Bonus

Male

12.5%

Female

14.4%

 

Pay Quartiles

No of 
Employees

Males

Females

Split

Q1 Lower Quartile

286

106

180

37:63

Q2 Lower Middle Quartile

285

125

160

44:56

Q3 Upper Middle Quartile

286

152

134

53:47

Q4 Upper Quartile

285

174

111

61:39

 

Ongoing initiatives

We continue to drive change through our initiatives in the UK and anticipate the impact of these programmes will continue to be reflected in the representation of women across all levels of our business.

The following ongoing commitments reaffirm our position and remain unchanged:

  • We have always recruited based on merit and will continue to do so. We believe opportunities should be available to all and are continuing to champion inclusive recruitment practices to drive inclusivity and eliminate bias.
  • We will continue to ensure that we take a consistent approach to career development so that it is not impacted by factors such as taking parental leave including maternity or paternity.
  • We will use analysis of data from online and face-to-face exit interviews to identify common themes for employees leaving Gramercy Park Studios that could influence the gender pay gap.
  • We continually review all relevant Gramercy Park Studios UK policies, practices and procedures so they are consistent with objectives of reducing the gender pay gap over time.

 

Statement

Gramercy Park Studios confirms that the information in this report is accurate and prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
 

Richard Glasson
CEO

Dan Stirling
CPO