Newscenter Article

Gender pay in the U.K.: Continuing to close the gap

Newscenter Article

Gender pay in the U.K.: Continuing to close the gap



NielsenIQ (legal entity: ACNielsen*), in line with U.K. government regulations relating to the gender pay gap reporting, today released the average hourly pay for women compared to the average pay for men. 

Our results show that the median hourly rate for women is 4.2% less than the median hourly rate for men. The mean hourly rate for women is 11.5% less than the mean hourly rate for men. On bonus pay, the gap between the mean paid to women compared to men is 42% and the median is 20.8%

The calculation rules are specific and reflect payment of salary but after deductions for pension, childcare vouchers, and other voluntary benefits such as holiday purchase and the cycle to work scheme, individual choices that an employee makes can therefore impact the rate of pay reported. 

The primary driver of our gender pay gap is that more of our senior roles are held by men, which is an imbalance we are actively working to rectify with a number of ongoing initiatives.

We continue to be proud of our commitment to diversity and inclusion, and this year we have once again been recognized in the U.K.’s Top 50 Inclusive Employers, ranking 11th position. Our role as an active member and sponsor of the U.K. National Diversity Awards reconfirms our passion and commitment to diversity within the workplace.  

We continue to improve and, through the work we’ve been doing over the last two years, we have a better understanding of what needs to be addressed and how we will achieve that. We are confident in our ability to make the necessary improvements.  

We confirm the data reported is accurate. In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, AC Nielsen Limited is required to carry out Gender Pay Gap Reporting. 

ACNielsen is the legal entity in the U.K. and employs over 250 employees. Data reported excludes brands held under separate legal entities.