AKQA London 2017 Gender Pay Gap Report

AKQA London 2017 Gender Pay Gap Report

In April 2017, the UK Government introduced Gender Pay Gap transparency regulations designed to encourage large employers to take action to close the gap. We have created a detailed report for AKQA London’s statutory Gender Pay Gap filing for April 2017, and our most recent data at February 2018, which can be read here.

When analysed, data from April 2017 shows there is a lower representation of women in senior leadership positions that attract higher levels of pay. Data from February 2018 demonstrates the progress we have made towards closing this gap.

Over this period, we have introduced new progressive recruitment partners and implemented mandated diversity in our hiring shortlists, as parity achieved in recruitment will also lead to increased parity at the most senior levels. We have made senior appointments and promotions that have increased the visibility and number of women in leadership roles. We have also put in place a series of concrete, continuous systems and initiatives that will actively address the Gender Pay Gap issue, encourage diversity, raise awareness, and help us to make ongoing progress.

Median and Mean Gap

Our median pay gap data measured in February 2018 (18.3%) now stands below the national average (18.4%), and we are confident that our initiatives, continuous development and further learnings across the company will help us to reduce our gender pay gap further.

Managing Director Sam Kelly said: “The progress we’ve made in the last 10 months demonstrates the initiatives introduced are making the difference. We understand there’s still a lot more to learn and do, and we remain focused on closing the gender pay gap. We are committed to bringing more women into senior leadership positions through training, promotions and recruitment.”

The Government’s Gender Pay Gap regulations are a welcome and important step towards encouraging the transparency and measurement we support. We are committed to initiatives that improve how we attract, engage and advance women, as well as other under-represented groups. We aim to ensure that all employees are treated equally at work, with access to the same opportunities for career development, reward and recognition.