All companies in the UK with more than 250 employees are required to report their gender pay gap to the Government Equalities Office (GEO) by 4th April 2019. All the data is taken from the snapshot date of 5th April 2018. The gender pay gap figures have been calculated using the formulas that are set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. All bonus data was taken from the 12 months leading up to and including the snapshot date of 5th April 2018. Companies also need to publish details of the proportion of men and women who receive bonuses and an analysis of men and women in different pay quartiles.
Brandwatch is, and always has been, committed to equality. We are confident that all our employees are paid fairly and equally for the job that they do, however we do have work to do in closing the gender pay gap.
Our gender pay gap data
Below are the gender pay gap figures for the UK employees at Brandwatch for the snapshot date of 5th April 2018.
|Mean gender pay gap
||Median gender pay gap
||Mean bonus pay gap
||Median bonus pay gap
Proportion of males and females receiving a bonus:
Proportion of male and females per pay quartile:
This is calculated by dividing our workforce into four equal parts, from the lowest hourly pay (Q1), to the highest (Q4) and then calculating the percentage of males and females in each quartile.
I can confirm that the data in this report is accurate.
Giles Palmer, CEO, Brandwatch