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Dyson UK Gender Pay Gap Report, 2021.

Dyson has successfully taken proactive steps, though promotions, recruitment and development initiatives, to close the gender pay gap. In addition, Dyson has been encouraging more women to consider STEM subjects and careers for more than 15 years to help close the gender pay gap in engineering from which the UK suffers.

Since 2017, the Mean Gender Pay Gaps at Dyson UK companies have fallen, in favour of women. Equal numbers of men and women have been recruited to senior roles and, most notably, in the past year this has included the appointment of the first female Chief Financial Officer to the Dyson Board, the first female Chief People Officer on the Executive Team, our first female Engineering Director, and a female Managing Director for our UK Business.

Dyson’s 2021 Gender Pay figures have seen significant and continued improvements from previous years; Dyson Limited, which comprises of our GB market team, now has a median gender pay gap which is in favour of women at -2.6%, as compared to the current UK national average (15.5% median). To drive continuing progress across Dyson, we have recently recruited a Diversity and Inclusion (D&I) Director and are recruiting additional D&I roles within the business in order to promote inclusivity and balance within the organisation. We also have a working group tasked with developing initiatives to promote diversity and inclusion, and gender equity.

Engineering remains a male dominated industry, and engineers make up a significant proportion of Dyson’s UK workforce. As such, we are focused on encouraging more women into engineering careers through the work of both the James Dyson Foundation and the Dyson Institute of Engineering and Technology. At present, 34% of all Dyson Undergraduates identify as female, compared to 21% on UK engineering undergraduate courses, and 41% of our most recent cohort identify as female.

This is the fifth consecutive year that Dyson has published statistics for Dyson Technology Ltd and Dyson Ltd. Dyson Technology Limited contains our engineering, technology, commercial and group functions, whereas Dyson Limited is the legal entity aligned to our GB market. Dyson’s 2021 figures are based on the snapshot date of 5 April 2021.

Dyson’s previous Gender Pay Gap Reports can be read here: 2020, 2019, 2018 and 2017.

About Gender Pay Gap Reporting.

In 2017 the Gender Pay Gap Reporting Regulations were implemented in the UK. All companies with 250 or more employees must publish details of their gender pay and bonus gap from a snapshot date.

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 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’.

Hourly gender pay gap.

During the year Dyson made progress by hiring equal numbers of men and women into director roles. Both of our UK Dyson entities have seen a year-on-year improvement in both the median and mean pay gaps between our male and female employees.

We have seen a marked improvement for Dyson Ltd as we reported the mean gap fall from 7.4% to 4.3%. The median gap also moved in favour of our female population and decreased from 8.6% in 2020 to -2.6% in 2021.

We have also seen an improvement with Dyson Technology Ltd with the mean gap of 13.9% reducing to 11.4% then the median gap reducing from 14.9% to 14.0%.

  • 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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  • Women

    Dyson Technology Ltd¹

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  • Men

    Dyson Ltd²

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  • Women

    Dyson Ltd²

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Pay Quartiles.

The graphs below show the portion of men and women in each pay quartile. The gender pay gap in Dyson Ltd and Dyson Technology exists because of the male and female distribution across the two companies. This is because we have a lesser proportion of women in higher paid roles, not because men and women are paid unequally for doing the same work.

 

Dyson Technology Ltd

The proportion of women in the lower middle and upper middle quartiles has improved. This highlights the overall pay positioning for mid-level employees is getting better and there is greater portion of higher paid women.

 

Dyson Ltd

The overall headcount for Dyson Ltd is made up of 45% Women and 55% Men. We find that the split among the quartiles is increasingly more balanced.

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