Gender pay gap
In April 2017, new 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, a measure MS Amlin welcomes and is committed to prioritising as a key measure of our business performance. This is the second year of reporting our data under this new legislation.
The gender pay and bonus gaps are the difference between average earnings and bonuses for men and women.
MS Amlin, like many other financial services organisations, has a gender pay gap as we have fewer women than men in the more senior roles which demand the highest pay. We are confident that MS Amlin adopts equal pay for equal work but we will use the findings of our report to positively address our gender pay gap, and build on the measures we are already taking to bring further gender diversity to our organisation.
Our 2018 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 for 2018.
“ As we carry out business in an increasingly global and interconnected world, it’s more important than ever to embrace and celebrate our differences. Diversity and inclusion is a key focus for us at MS Amlin, not only in relation to gender, but our ability to attract and retain talent from the widest and most diverse pools, including working style and experience. Our people are at the very heart of what we do and we must do all that we can to enable our diverse talent to thrive at all levels of the organisation.”
Shonaid Jemmett-Page- MS Amlin plc Group Chairman