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All companies in the UK with more than 250 employees are required to report their gender pay gap to the Government Equalities Office (GEO) annually. All the data below, including bonus data, covers the period April 2020 to April 2021. 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. 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 equity and inclusion. We are bold about belonging and this means recognising the systemic issues contributing to our pay gap. We are prioritising a number of initiatives to help us narrow the gap more quickly including: diversifying the talent pipeline we recruit from to increase the number of women at all levels especially in senior leadership roles plus providing training on bias, privilege and inclusion to ensure all employees, especially managers, are equipped to be active allies of women. We want to ensure we are not only hiring talented women, but also doing our very best to retain and promote them.
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|
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.
|Quartile 1||Quartile 2||Quartile 3||Quartile 4|
I can confirm that the data in this report is accurate.
Giles Palmer, CEO, Brandwatch
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