Aim of this report:

The aim of this report is to communicate our overall Gender Pay Gap figures and how we intend to address any gender pay gap, as a result of this analysis.

This report complies with the 2017 Government Regulations that stipulate companies in England, Scotland and Wales with 250 or more employees on the snapshot date of 05 April 2021, are required to carry out mandatory gender pay gap reporting.

  • The data presented in this report represents the gender pay gap for Cision Group Limited.
  • Snapshot date of 05 April 2021 using our HR and payroll records.
  • The median represents the middle value within the data set.
  • The mean represents the average value within the data set.
  • Bonus period for the purposes of the bonus calculations: 06 April 2020 to 05 April 2021..

 

Calculations:

There are six calculations that show the difference between the average earnings of men and women in our organisation.

  1. Mean (average) gross hourly rate of pay
  2. Median gross hourly rate of pay
  3. Mean (average) bonus pay
  4. Median bonus pay
  5. Proportion of males/females in hourly rate of pay quartiles (four bands)
  6. Proportion of males/females in receipt of bonuses in the last 12 months before the snapshot date

A positive percentage figure means women typically have lower pay or bonuses than employees who are men and a negative percentage figure means men typically have lower pay or bonuses than employees who are women.

 

What the figures say:

The provisional gender pay gap for median hourly earnings, according to the Office for National Statistics, for 2021 is 15.4%.  The Cision pay gap figure at the snapshot date 05 April 2021 is 0.0%, which is significantly lower than the UK average.  The mean pay gap is 24.8% in favour of men.

The median bonus pay gap stands at 22.2% meaning women earn £0.78 for every £1 that men earn when comparing median bonus pay.  The mean bonus gap is 25.1% in favour of men.  The bonus gap is driven by a higher proportion of men working in commission earning roles and a number of RSUs that were paid out in the relevant reporting period.

Although the median gender pay gap has reduced year on year, there is still work to be done to reduce this gap in real terms – particularly when looking at bonus pay.