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Dyson UK Gender Pay Gap Report, 2018.

The Gender Pay Gap Reporting Regulations came into effect in 2017. The UK Government requires all companies with 250 or more employees to publish details of their gender pay and bonus gap from a snapshot date. Dyson’s 2018 figures are based on a snapshot of the organisation taken at 5 April 2018. Our 2017 figures can be found here.

The “gender pay gap” is the difference between the average hourly rate of pay between male employees and female employees. This is shown as a percentage of the average hourly pay of the male employees. It is important to note that gender pay is not the same as equal pay. Equal pay is about men and women receiving equal pay for carrying out the same or similar roles or ‘work of equal value’.

As we did last year, we have reported on both Dyson Ltd and Dyson Technology Ltd. Dyson Technology Limited primarily contains our engineering, technology and group functions, whereas Dyson Limited is the legal entity aligned to our GB market.

We expect it to take some time to reduce the gender pay gap and this is borne out in the fact that our 2018 figures are very similar to our 2017 figures. As we acknowledged last year, it is no secret that engineering is a male dominated industry. While Dyson’s figures again compare favourably to the UK national average (17.9% median average hourly wage gap), we recognise there is more to do to close the gap. Dyson continues to seek to attract and retain more women in engineering and other roles across all levels of our organisation.

Dyson has been taking proactive steps to encourage more women to consider STEM subjects and careers for more than 15 years. Since 2012, the James Dyson Foundation team and Dyson engineers have delivered lectures, workshops and events to 59,000 school children. In 2017, we set up The Dyson Institute of Engineering and Technology and in 2018, our second cohort of students consists of 40% female undergraduates. This compares favourably to the average of 15.1% of engineering undergraduates in the UK in 2017. 

By encouraging more women into engineering we hope they go on to have successful careers, taking up more senior, and therefore better paid roles, to help close the gender pay gap. 

Hourly gender pay gap.

Mean

Dyson Technology Ltd¹

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Dyson Ltd²

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Median

Dyson Technology Ltd¹

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Dyson Ltd²

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Bonus difference between women and men.

Mean

Dyson Technology Ltd¹

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Dyson Ltd²

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Median

Dyson Technology Ltd¹

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Dyson Ltd²

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Proportion of employees receiving a bonus.

Men

Dyson Technology Ltd¹

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Dyson Ltd²

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Women

Dyson Technology Ltd¹

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Dyson Ltd²

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Pay Quartiles.

Dyson Technology Ltd¹

Lower quartile

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Lower middle quartile

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Upper middle quartile

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Upper quartile

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Dyson Ltd²

Lower quartile

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Lower middle quartile

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Upper middle quartile

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Upper quartile

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Declaration

“I confirm that the information contained in this report is accurate as at 5 April 2018."

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Jim Rowan

CEO, Dyson

¹Across all Dyson Technology Ltd employess in the UK
²Across all Dyson Ltd employess in the UK