Gender Pay Gap Report


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. Over the last two years, we have focused on building a greater understanding of the current make-up of our population so that we can build specific and relevant inclusion initiatives.

Recent developments include: a drive to capture protected characteristics data from colleagues (and from prospective candidates), the creation of an Inclusion Advisory Panel with senior sponsorship, the establishment of a multi-cultural employee network and a review of our recruitment processes to mandate, where appropriate, gender diverse longlists. 

Our 2020 UK Gender Pay Gap Figures

Hourly & bonus pay gap

The figures below 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.

MS Amlin Gender Pay Gap - Pay differential between men and women

"Since we began Gender Pay Gap reporting, we have made significant operational changes such as flexible working and inclusive recruitment – that bring near-term benefits, while also contributing to closing our pay gap in the longer-term.

Throughout 2019 and 2020 we have undertaken significant organisational changes as we transform our business which means we are well positioned as we move beyond those changes to focus on growing our early career talent strategy. We hope this will mean that we can attract talent into entry level positions and also build a strong female pipeline.

With the initiatives detailed below, I am confident that we are building the foundations for improved gender balance at senior levels, and for our wider goal of creating an inclusive, authentic environment that respects all forms of diversity."

Louise Musgrove, HR Director

Full reports