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 2022, 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 2022 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 2021 to 05 April 2022.

 

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

The median represents the middle value within the data set. The mean represents the average value within the data set. The bonus period for the purposes of the bonus calculations range from 06 April 2021 to 05 April 2022.

What the figures say:

The provision gender pay gap for median hourly earnings, according to the Office for National Statistics, for 2022 is 14.9%. The Cision pay gap figure at the snapshot date 05 April 2022 is 3.8%, which is 11.1% lower than the UK median. The mean pay gap is 26.1% in favour of men.

The median bonus pay gap stands at 8.7% (13.5% lower than last year). This means women earn £0.91 for every £1 that men earn when comparing median bonus pay. The mean bonus gap is 51.6% in favour of men. The bonus gap is driven by a higher proportion of men working in commission earning roles and a number of high value bonuses paid out to men working in regional or global roles in the relevant reporting period. Within the UK we have less women working in regional or global roles and these roles tend to carry higher bonus or incentive awards.

Although the median gender pay gap has increased slightly versus last year, this isn’t significant and is lower than the national average. However, reducing the bonus pay gap continues to be a focus area for Cision.