At Azets, we are a people led business, and we are committed to promoting diversity and creating an inclusive workplace where everyone can achieve their full potential.
The UK Government requires all employers with 250 or more employees to annually disclose their gender pay gap using the following metrics:
Mean bonus gender pay gap
Median bonus gender pay gap
Proportion of men and women receiving bonuses
Proportion of men and women in each pay quartile
The data in our gender pay analysis, taken at 5 April 2022, has been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Understanding Gender Pay
The gender pay gap is not the same as equal pay. Equal pay is about ensuring that men and women performing the same or equivalent work are paid the same, whereas the gender pay gap is a statistical calculation which looks across all roles, at all levels within the organisation.
Commentary
Azets has a mean pay gap of 29.72% and a median pay gap of 20.63%. We have seen a small improvement of 2.47% to our median gender pay gap and a widening since our last reporting of 0.45% to our mean gender pay gap.
We have a gender split of 46% male and 54% female across the business overall, however in all three of the lower quartiles we have a higher proportion of females. Our gender pay gap develops as careers progress, with our upper quartile being comprised of 64% males compared with 36% females.
At Azets, people in Partner roles are employees of the business and are included in our gender pay gap data. In many of our competitor businesses, Partners are not employees, and their pay data is not therefore included in their statutory gender pay gap reporting although is sometimes reported in other publicly available information. Taking that information into account, Azets mean gender pay gap including Partners is often better than our competitors.
Our Gender Pay and Bonus Gap Data