Gender pay gap
In April 2017, legislation was introduced in the UK requiring employers with more than 250 staff to publish their gender pay gap, in order to promote greater transparency and action around pay disparities. This is a measure MS Amlin welcomes and is committed to prioritising as a key measure of our business performance.
The gender pay and bonus gaps are the difference between average earnings and bonuses for men and women.
At MS Amlin we are committed to creating a more inclusive culture and, over the last four years, we have focused on building a greater understanding of the current make-up of our population so that we can create specific and relevant inclusion initiatives.
There is still a lot for us to do at MS Amlin to ensure our company is representative of the society we serve, and that our culture is one of true inclusion – but we are confident that the focus we have in this area is working and will continue to result in demonstrable improvements as shown in our 2022 results.
In our sixth UK gender pay gap report, with a snapshot date of 5 April 2022, we report an ongoing difference between the average pay and bonuses for men and women.
We are pleased to report that:
- Our gender pay gap for hourly pay has reduced for the fifth year running
- The mean bonus pay gap (average of men vs average of women) has also reduced for the fifth year in a row
- We are confident that we have equal pay for equal work. Our gender pay gap is driven by the demographics of the organisation, in that we have fewer women in the more senior roles which command the highest pay
Our 2022 UK Gender Pay Gap Figures
Hourly & bonus pay gap
The figures show our mean (the average of all male colleagues compared to the average of all female colleagues) and median (the mid-point of all male colleagues compared to the mid-point of all female colleagues) hourly gender pay gap and bonus gap.