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Gender Pay Gap

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A note from Helen Mullings, our Chief People Officer

Helen Mullings, Chief People Officer at PA Consulting“We believe in the power of ingenuity to build a positive human future. And we understand the importance of inclusion in unlocking human ingenuity – an inclusive culture invites diversity and diversity is the fuel for ingenuity. When we bring together people with diverse skills, experiences and views, we can deliver end-to-end innovation that moves organisations forward.

“So, we seek and welcome people of every background and diversity characteristic, and we work hard to ensure everyone at PA has the opportunity to bring their whole self to work. We’re also committed to listening to, engaging with and learning from all our people as we build a positive human future.

“To that end, we’re confident we have equal pay across PA. That's because we conduct equal pay audits annually, comparing the salaries of those who do the same jobs or work of equal value and analysing this for bias before correcting any discrepancies.

“However, we recognise we need to improve our Gender Pay Gap (GPG) – the difference between the average hourly pays of all men and all women, regardless of their role. The main reason for this, like others in our industry, is the relatively lower number of women in our more senior ranks. This has become even more apparent with our recent drive to promote gender equality in graduate opportunities. Nevertheless, we’ve made progress since we started reporting our GPG in 2018, increasing the proportion of women in our upper salary quartile by 50 per cent, but we have a way to go and are committed to doing all we can to close the gap.

“We confirm we calculated our gender pay gap in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.”

Our 2021 Gender Pay Gap headlines

The main headline in our 2021 GPG report is that the hourly and bonus pay gaps are much larger than we would like.

The main driver of this is the relatively low number of women in senior and, therefore, more highly paid roles – while we’ve increased the proportion of women in our upper pay quartile, there’s still a disparity. At the same time, our efforts to provide greater opportunities to women at graduate level has increased the number of women in our lower pay quartile. Finally, a higher proportion of women at PA work part-time, which increases the bonus pay gap.

Overall gap between men and women

Mean

Hourly pay 25.8%


Bonus pay 59.7%

Median

Hourly pay 27.2%


Bonus pay 41.3%

Gender split across our hourly pay quartiles

Gender split across our hourly pay - 82% men / 18% women
Gender split across our hourly pay - 73% men / 27% women
Gender split across our hourly pay - 58% men / 42% women
Gender split across our hourly pay - 48% men / 52% women

gery - men Men Aqua - women Women

Proportion of our people who got a bonus

96.2%
Men

98%
Women

How we’re addressing our Gender Pay Gap

By understanding and confronting the drivers of our GPG, we can proactively work to eliminate it. This will require creating an environment where more women progress to our senior roles. So, we're looking at all our processes and policies to ensure women can thrive in their careers.

While teams across PA are promoting gender equity, our firm-wide initiatives align to five areas: recruitment, leadership, careers, ways of working and our Women’s Network.

Recruitment

Recruitment

We’re looking at our recruitment processes and have set a target for a 50/50 gender split at the graduate level, which we hit in our 2021 round of graduate recruitment.

Leadership

Leadership

We’re upskilling our leaders by introducing new learning modules, including ‘cultivating a purpose-led and inclusive culture’ and ‘nurturing talent and building capability’.

We’ve invested in a Women in Leadership programme, which supports our drive to increase representation of women at senior levels by building professional growth and aspiration, and helping to break down any barriers to progression.

Careers

Careers

We’re reviewing our talent pipelines to identify diversity gaps and providing development programmes, coaching and mentoring to close them.

We’ve introduced a refreshed career framework, which focuses on technical career paths and brings greater transparency on promotion requirements.

We’re working with an external agency to review our reward and recognition processes.

Ways of working

Ways of working

We’re reviewing how we better support flexible and part-time working, as well as working families, which can have a greater impact on women.

We’ve set inclusion and diversity objectives for our firm to ensure we're accountable for our progress.

Women’s Network

Women’s Network

Our Women's Network also supports the development and progression of women across PA through initiatives like:

  • 360 Voice Circles, which bring together small groups of women to discuss career topics, share professional and personal insights, provide mentoring, support, guidance and coaching, and offer access to senior women role models
  • Ask an Expert series, which features PA experts who share their advice on professional development.

Our progress so far

Since we first reported our GPG in 2018, we’ve increased the proportion of women across our firm, which has seen our hourly pay gap fall:

Hourly pay gap 2018 vs 2021

down6.9%
Mean

down11.4%
Median

Hourly pay quartiles 2018 vs 2021

Upper
quartile

+6%


-6%

Upper-middle
quartile

+3%


-3%

Lower-middle
quartile

+8%


-8%

Lower
quartile

+1%


-1%

gery - men Men Aqua - women Women

Our Gender Pay Gap history

2021

Our hourly pay gap is:

25.8%
Mean
27.2%
Median

Our bonus pay gap is:

59.7%
Mean
41.3%
Median

Who received bonus:

98%
Women
96.2%
Men

Hourly pay quartile gender split

2021 - Upper qartile - 82% men / 18% women
2021 - Upper-missle qartile - 73% men / 27% women
2021 - Lower-middle qartile - 58% men / 42% women
2021 - Lower qartile - 48% men / 52% women

gery - men Men Aqua - women Women

2020

Our hourly pay gap is:

22.6%
Mean
24.8%
Median

Our bonus pay gap is:

51.8%
Mean
38.9%
Median

Who received bonus:

100%
Women
99.6%
Men

Hourly pay quartile gender split

2020 - Upper qartile - 84% men / 16% women
2020 - Upper-middle qartile - 72% men / 28% women
2020 - Lower-middle qartile - 62% men / 38% women
2020 - Lower qartile - 54% men / 46% women

gery - men Men Aqua - women Women

2019

Our hourly pay gap is:

21.5%
Mean
23.7%
Median

Our bonus pay gap is:

53.6%
Mean
33.9%
Median

Who received bonus:

96.7%
Women
96.9%
Men

Hourly pay quartile gender split

2019 - Upper qartile - 82% men / 18% women
2019 - Upper-middle qartile - 74% men / 26% women
2019 - Lower-middle qartile - 64% men / 36% women
2019 - Lower qartile - 52% men / 48% women

gery - men Men Aqua - women Women

2018

Our hourly pay gap is:

27.7%
Mean
30.7%
Median

Our bonus pay gap is:

54.7%
Mean
32.8%
Median

Who received bonus:

98.9%
Women
97.8%
Men

Hourly pay quartile gender split

2018 - Upper qartile - 88% men / 12% women
2018 - Upper-middle qartile - 76% men / 24% women
2018 - Lower-middle qartile - 66% men / 34% women
2018 - Lower qartile - 49% men / 51% women

gery - men Men Aqua - women Women