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1、Pay Gap Report 2024IntroductionAt EY UK,diversity,equity,and inclusiveness(DEI)are not just aspirationsthey are essential to how we build a thriving,future-ready business.We believe that a workplace where everyone feels valued and has equitable opportunities to succeed is key to driving innovation,p

2、erformance,and long-term sustainability.Our annual pay gap report is a crucial part of our commitment to transparency and accountability,ensuring that we continue to challenge ourselves to do better.This years report reflects both progress and ongoing challenges.Our whole firm gender mean pay gap re

3、mains static and our median pay gap has widened slightly by 0.7 percentage points.This reflects the impact of our sustained efforts to recruit and develop diverse talent at all levels of the firm.However,we recognise that further work is needed to ensure proportional representation at senior levels,

4、where gaps persist.We also remain committed to voluntary pay gap reporting across ethnicity,social mobility,disability,and sexual orientation.While we have seen positive improvements in certain areassuch as a reduction in the sexual orientation pay gap and increased ethnic diversity at junior levels

5、some pay gaps have widened,reflecting the complexity of achieving sustainable change.In particular,our partner-level gender and ethnicity pay gaps have increased,reinforcing the need for continued investment in equitable career progression.Our strategy remains focused on embedding equity in our tale

6、nt processes,from hiring and promotion to performance and reward.This year,we have strengthened our data-driven approach to identifying barriers and have delivered targeted activities based on this data analysis.Additionally,our refreshed Social Mobility plan for 2025 and beyond will help us drive m

7、eaningful progress for individuals from lower socioeconomic backgrounds.We are proud that our efforts continue to be recognized externally,including achievements in the Stonewall Workplace Equality Index,the Social Mobility Employer Index,and the Times Top 50 Employers for Gender Equality.However,we

8、 know that recognition alone is not enoughwe must remain committed to action.As we look ahead,we reaffirm our commitment to reducing our pay gaps and fostering a truly inclusive environment where all our people can thrive.By continuing to challenge systemic barriers,investing in equitable opportunit

9、ies,and holding ourselves accountable,we will build a more diverse and inclusive firm for the future.Justine Campbell EY UK&I Talent Managing PartnerA message from Justine Campbell,UK&I Managing Partner for Talent12024 Pay Gap Report|Our achievementsWere incredibly proud EY UK is a diverse workplace

10、.In 2024,of the employees who have self-identified,we see thatA great place to work80%*of our people agree with the statement“I feel free to be myself”*79%women,80%menSource:EY UK Internal employee engagement Survey July 202462%Overall my EY experience is exceptionalhave caring responsibilitiesare w

11、omen48%14%43%1%37%12%are from an ethnic minority background28%Asian 5%Black 4%Chinese 3%Mixed 1%other 57%White are under 35went to a state schoolare over 4519%157%145%2Identify as LGBT+6%2have a disability4%have a diverse range of faiths and beliefsBuddhistChristian1%10%2%35%JewishMuslimSikhNo faith

12、HinduNote:Due to rounding,the percentages may not total 100%.1 As per the dataset used in our FY24 report.2 As per our 2024 Pay Gap dataset.All other numbers in this section are as per our Q1 FY25 position.2|EY Pay Gap Report 20232|2024 Pay Gap ReportCompany achievementsEuropean Diversity Award 2024

13、 Marketing Campaign of the Year(UK&I Talent Attraction&Acquisition team)Investing in Talent Awards 2024 Recruitment&Retention award for underrepresented PopulationsGovernment Disability Confidence Scheme 2024 Level 2 statusStonewall Workplace Equality Index 2024 Gold award,ranking 26 out of 100 Top

14、employersBITC 2024 Times Top 50 Employer for Gender EqualitySocial Mobility Employer Index Ranked 26 out of 75External recognitionWe have achieved multiple award wins and accreditations for our Diversity,Equity and Inclusiveness initiatives and role models.Parental Fog Cross Industry Index 2024 Full

15、y Visible Employer BadgeNational Equality Standard 2024 Passed the assessmentMayor of London Good Work Standard 2024 Promotion to excellence levelIndividual achievements Social Mobility Awards Top ten Social Mobility movers and shakers;Chris Woolard,Partner Sponsor EY&EY Foundation Social Mobility N

16、etwork Management Consultancies Association(MCA)Awards 2024;Inclusion Award Dr Fatima Tresh,Associate Director,EY UK Management Consultancies Association(MCA)Awards 2024;Thought Leader Consultant of the Year Award Amy Walters,Ruthlessly Caring(Book)32024 Pay Gap Report|Our progress so farWeve held a

17、 longstanding ambition to be the most diverse and inclusive firm in the UK.Why?Research has shown that organisations which have diverse workforces and inclusive cultures are more likely to be successful,innovative,agile and resilient to change.Our actions are driving progressOur purpose is to build

18、a better working world,and thats why we begin with ourselves.We prioritise diversity as a business objective,aiming to make EY UK more representative of the society and communities where we work.We continue to invest in the following actions to keep our momentum going:Four actions to promote diversi

19、tyTargets and expectationsWe set clear expectations for the business and our leadersDifferential investmentWe equip underrepresented talent to fulfil their potentialFocus on Partnership and pipelineWe track diversity within our talent mappingEvidence-based practicesWe remove barriers at every stage

20、of the career journeyThe diversity of thought that comes with diversity of lived experience thrives under inclusion.We focus our efforts on embedding a culture of belonging,where our people feel included,accepted and valued.In our most recent People Pulse survey,over 84%of our people agreed with the

21、 statement:I feel included and supported by the people I interact with each day.For those who dont strongly feel this way,we use our data to shape the following actions to address any gaps:Four actions to create inclusivenessCulture changeWe proactively drive behavioural changeEducation and awarenes

22、sWe upskill our people to lead with understanding and empathyNetworks and communitiesWe invest in safe spaces and celebrate differenceReporting routes We encourage a speak-up culture through accessible and supportive reportingPartner ambitionsThe EY UK Partnership aims to have 40%female Partners and

23、 20%ethnic minority Partners,of which 15%Black Partners,by July 2025.As at July 2024 our UK partnership comprised of 28%female Partners and 18%ethnic minority Partners(of which 9%are Black Partners).4|2024 Pay Gap ReportOur focus on social equity has catalysed our progress.We have a consistent and s

24、trong sense of belonging in the business,across groups.However,we also need to make sure that we have the same focus on the opportunities that people are afforded.It is these experiences combined that really unlocks value for our people and our business.Our increased focus on equity,largely driven b

25、y data availability and analytics capabilities,means that we are taking a systemic approach to change through the following actions:Four actions to create equityPay gap action planWe identify key drivers and opportunities to improve proportional representationTracking proportionality(performance,pro

26、motions,progressions)We monitor and investigate any discrepancies between groups to focus solutionsDebias talent processesWe establish equity guardrails to make sure everyone has an equal chance at every opportunityInclusive policiesWe invest in policies,like flexible working,to disrupt narrow defin

27、itions of and routes to success52024 Pay Gap Report|Our 2024 gender pay gap findings Gender summaryThe Whole Firm pay gap shows that our mean pay gap has remained static at 0.0%and our median has widened by 0.7 percentage points.This is indicative of our work to maintain the balance of gender divers

28、ity at entry and junior levels in the Firm,while equitably progressing our female talent through the business.The Partner only pay gap this year shows that our mean has widened by 0.4 percentage points and the median has widened by 4.8 percentage points.This slight increase was anticipated as a resu

29、lt of our focus on the equitable progression of women into the Partnership.Pay gap20232024Mean%points closer to zeroMedian%points closer to zeroMeanMedianMeanMedianWhole firm29.4%16.5%29.4%17.1%0.0%0.7%Partners only12.4%16.6%12.8%21.4%0.4%4.8%Median Gender Pay GapThis is based on arranging all the p

30、ay amounts in numerical order and selecting the middle amounts.Mean Gender Pay GapThe difference between the average hourly earnings of men and the average hourly earnings of women.Note:Due to rounding there may be a+/difference in trending shown compared to 2023/24 numbers displayed.6|2024 Pay Gap

31、ReportAdditional pay gapsWe believe that transparency is crucial for demonstrating commitment and driving accountability.Alongside mandatory gender pay gap reporting,we also report pay gap data for ethnicity,disability,sexual orientation,and social mobility.As with the gender pay gap,pay gaps across

32、 other diversity characteristics tell us where we need to achieve better representation of some of our communities.Ethnicity summaryOur ethnicity pay gap reports on the differences between the average pay,and therefore the distribution,of different ethnic groups across our workforce.We disaggregate

33、ethnic minority groups because we know that the experience of each group is different.This difference is reflected in our data and helps us to target interventions more effectively.Our 2024 ethnicity disclosure rate is 90.8%.Marginal increases across ethnic groups can be attributed to greater ethnic

34、 diversity at junior levels where we have greater opportunity to diversify more quickly and in larger numbers.Some ethnic groups are less represented and are therefore more likely to see fluctuations in the data.We will continue our focus on providing equitable opportunities to strengthen and sustai

35、n our talent pipeline.EthnicityPay gap20232024Mean%points closer to zeroMedian%points closer to zeroMeanMedianMeanMedianEthnic minority37.9%19.2%37.7%21.1%0.2%2.0%Asian36.9%18.5%35.9%18.7%1.1%0.2%Black50.6%24.7%48.8%25.3%1.8%0.6%Chinese46.5%23.2%52.3%46.6%5.8%23.4%Mixed26.9%14.0%27.4%19.5%0.5%5.5%Ot

36、her6.8%9.1%4.0%6.8%2.8%2.4%Partners onlyEthnic minority17.2%25.1%17.5%23.1%0.3%2.0%Note:Due to rounding there may be a+/difference in trending shown compared to 2023/24 numbers displayed.72024 Pay Gap Report|Disability summaryOur disability pay gap reports on the differences between the average pay,

37、and therefore distribution,of those who self-report as having a disability or not.With low representation of individuals who self-identify as having a disability(3.7%of our workforce),we expect to see some fluctuations in the data.We will continue to encourage more of our people to self-identify,whi

38、ch is currently at 62.6%.Were confident that our actions are making a positive impact.DisabilityPay gap20232024Mean%points closer to zeroMedian%points closer to zeroMeanMedianMeanMedianWhole firmDisability 5.7%6.2%5.8%8.0%0.2%1.8%Sexual orientation summaryOur sexual orientation pay gap reports on th

39、e differences between the average pay,and therefore distribution,of those who self-report their sexual orientation as heterosexual compared to those who self-report another sexual orientation.Our sexual orientation disclosure rate is 40.5%.Within our workforce,of those who have reported,5.6%tell us

40、that they identify as LGB.We are pleased that this community is well-represented at EY UK and that our sexual orientation pay gap has reduced,despite the potential for fluctuations.Sexual orientationPay gap20232024Mean%points closer to zeroMedian%points closer to zeroMeanMedianMeanMedianWhole firmSe

41、xual orientation17.0%5.5%16.0%4.8%1.0%0.6%Our 2024 gender pay gap findings continuedNote:Due to rounding there may be a+/difference in trending shown compared to 2023/24 numbers displayed.8|2024 Pay Gap ReportDeclarationI confirm this report is an accurate statement of our pay gaps and meets the sta

42、tutory requirements.Justine Campbell EY UK&I Managing Partner for TalentSocial mobility summaryOur social mobility pay gap reports on the differences between the average pay,and therefore distribution,of those who self-report their socioeconomic background based on key indicators.We compare indicato

43、rs of lower,versus higher,socioeconomic background.Of our workforce,53.9%have self-reported the type of school that they attended and 53.5%have self-reported their parents education status.Of these,45.4%went to a state school,56.7%have a parent with a degree or equivalent.To calculate our pay gap,we

44、 compare the different school types listed in the table below to those who self-report that they attended an independent and/or fee-paying school.We compare the data of those who tell us that their parents did not attend university to those who tell us that their parents did attend university.Given

45、its intersectional nature,we recognise the critical importance of focusing on socio-economic background as part of our efforts to enhance diversity,equity and inclusiveness within our firm.Our new Social Mobility strategy,for 2025 and beyond,allows us to drive meaningful progress across a range of s

46、ocial demographic groups within our organisation.Social mobilityPay gap20232024Mean%points closer to zeroMedian%points closer to zeroMeanMedianMeanMedianWhole firm school typeSelective on academic,faith or other grounds-1.9%-5.7%-5.2%-7.7%3.3%2.0%Attended school outside the UK6.8%4.7%-0.1%2.8%6.7%1.

47、9%A state-run or state-funded school6.8%8.2%6.2%8.0%0.7%0.2%Whole firm parental degreeParental degree or equivalent10.4%0.4%0.2%4.3%10.2%3.9%Note:Due to rounding there may be a+/difference in trending shown compared to 2023/24 numbers displayed.92024 Pay Gap Report|Statutory gender pay gap reporting

48、 for individual EY entities10|2024 Pay Gap Report1.EY LLP Statutory gender pay gap and ethnicity pay gap Our full statutory Gender pay gap(GPG)figures are presented below,with the addition of our voluntary corresponding ethnicity pay gap figures.In-line with the statutory legislation,these statistic

49、s relate to employees only and do not include partners.Relevant employees contained in our gender pay gap report for Ernst&Young LLP:16,004In February 2024,EY UK employees previously with Ernst&Young Services Limited were transferred to Ernst&Young LLP(EY LLP).As a result,trend data for EY LLP is un

50、available since it did not previously include employees.Our statutory disclosures only cover payments made directly by EY LLP.As most annual bonuses were paid earlier in the reporting year by Ernst&Young Services Limited,this has impacted our reported bonus gap figures.Without this entity change,the

51、 mean bonus gap would be approximately 27.9%and the median bonus gap 12.7%.Gender pay and bonus gap2024Pay gapMedian10.1%Mean13.9%Bonus gapMedian0.0%Mean47.2%Percentage receiving a bonus:34.0%female and 31.6%male Proportion of males and females by pay quartiles2024FemaleMaleUpper39.2%60.8%Upper Midd

52、le49.4%50.6%Lower Middle51.4%48.6%Lower51.6%48.4%Ethnicity pay and bonus gap2024Pay gapMedian11.6%Mean16.9%Bonus gapMedian0.0%Mean25.6%Percentage receiving a bonus:31.7%ethnic minority and 34.5%WhiteProportion by pay quartile2024Ethnic minority WhiteUpper31.3%68.8%Upper Middle50.1%49.9%Lower Middle5

53、3.4%46.6%Lower43.8%56.2%Note:Due to rounding,the percentages may not total 100%.112024 Pay Gap Report|Full statutory Gender Pay Gap(GPG)figures are presented on the following pages for each of our UK entities.In-line with the statutory legislation,these statistics relate to employees only and do not

54、 include partners.2.EY Professional Services Ltd Relevant employees contained in our gender pay gap report for EY professional services:561Gender pay and bonus gap2024Pay gapMedian16.8%Mean16.0%Bonus gapMedian4.2%Mean30.5%Percentage receiving a bonus:91.7%female and 89.0%maleProportion of males and

55、females by pay quartiles2024FemaleMaleUpper25.0%75.0%Upper Middle28.6%71.4%Lower Middle39.3%60.7%Lower45.4%54.6%DeclarationI confirm this report is an accurate statement of our pay gaps and meets the statutory requirements.Jon Hughes UK&I Transformation Strategy Leader EY Professional Services Statu

56、tory gender pay gap reporting for other EY entities continued12|2024 Pay Gap Report3.EY Foundation Relevant employees contained in our gender pay gap report for EY Foundation:251Gender pay and bonus gap2024Pay gapMedian0.0%Mean31.4%Bonus gapMedian-23.1%Mean35.0%Percentage receiving a bonus:20.6%fema

57、le and 6.7%maleProportion of males and females by pay quartiles2024FemaleMaleUpper65.1%34.9%Upper Middle46.0%54.0%Lower Middle49.2%50.8%Lower48.4%51.6%Please note that EY Foundation does not pay annual performance bonuses to its employees or volunteers.However,in line with the statutory guidelines f

58、or pay gap reporting,our bonus gaps include payments made under our staff recognition programme,Applause,which provides the opportunity for all employees to recognise and thank colleagues who demonstrate our values and behaviour during their daily working lives.This can be in various ways,from a sim

59、ple Thank you to awarding a small monetary award(on average 25)ensuring that all our people feel valued and appreciated for their contributions.DeclarationI confirm this report is an accurate statement of our pay gaps and meets the statutory requirements.Lynne Peabody CEO EY Foundation132024 Pay Gap

60、 Report|4.EY Global Services Ltd Relevant employees contained in our gender pay gap report for EY Global Services Ltd:446Gender pay and bonus gap2024Pay gapMedian15.1%Mean12.5%Bonus gapMedian26.4%Mean10.9%Percentage receiving a bonus:96.3%female and 95.9%maleProportion of males and females by pay qu

61、artiles2024FemaleMaleUpper36.6%63.4%Upper Middle53.6%46.4%Lower Middle45.0%55.0%Lower69.4%30.6%DeclarationI confirm this report is an accurate statement of our pay gaps and meets the statutory requirements.Sandeep Kohli Talent Leader,Executive Functions EY Global Services and EY GS LLPStatutory gend

62、er pay gap reporting for other EY entities continued14|2024 Pay Gap Report5.EY GS LLP Relevant employees contained in our gender pay gap report for EY GS LLP:489Gender pay and bonus gap2024Pay gapMedian5.5%Mean15.3%Bonus gapMedian1.0%Mean19.3%Percentage receiving a bonus:97.1%female and 92.1%male Pr

63、oportion of males and females by pay quartiles2024FemaleMaleUpper50.0%50.0%Upper Middle61.5%38.5%Lower Middle57.4%42.6%Lower67.5%32.5%DeclarationI confirm this report is an accurate statement of our pay gaps and meets the statutory requirements.Sandeep KohliTalent Leader,Executive Functions EY Globa

64、l Services and EY GS LLP152024 Pay Gap Report|EY UK Pay Gap Report MethodologyThe following information details how we have prepared the metrics set out in our 2024 Pay Gap report.The basic approach is in line with the requirements set out in The Equality Act 2010(Specific Duties and Public Authorit

65、ies)Regulations 2017(henceforth referred to as the Regulations)and utilises the Statutory Guidance on Gender pay gap reporting:guidance for employers issued by UK Government Equalities Office(henceforth referred to as the Guidance).Whilst the Regulations and Guidance focus on gender pay gap metrics

66、for employees,we have utilised the same approach in calculating non-statutory pay gaps for other diversity characteristics i.e.,used the same base population,pay and bonus data when calculating ethnicity,disability,sexual orientation and social mobility pay gaps.As far as is reasonably practical,we

67、have also applied the Guidance to our Equity Partners,where they are included in our non-statutory disclosures.Employees and Equity PartnersOur report covers employees in Great Britain1,as of 5th April 2024 and is in line with relevant employees and full pay relevant employees as defined in the Regu

68、lations.Independent Non-Executive Directors are on payroll,yet do not fall under the definition of an employee and have been removed.This approach applies to statutory and non-statutory reporting elements.Equity Partners do not fall under the Regulations;however they are included in our voluntary di

69、sclosures,based on those that were based in Great Britain as of 5th April and whose remuneration is determined by the UK Firm.1 As employment matters are devolved in Northern Ireland,the duties under The Equality Act 2010(Specific Duties and Public Authorities)Regulations 2017 are related to Great B

70、ritain only.2 The system managing Applause Awards deletes data 30 days after an individual leaves EY UK.Consequently,we have not been able to include Applause Award amounts for some individuals who were with us on the snapshot date(5th April)but left before our pay gap analysis.We estimate this affe

71、cts approximately 2.5%of our pay gap population.Given the relatively small amounts of the awards,we do not consider this to have materially impacted our pay gap metrics.However going forward we intend to collect data on a rolling basis to ensure there are no omissions.EY UK has several employing ent

72、ities for employees based in Great Britain.Unless otherwise stated,our voluntary disclosures relate to the combined EY UK population.In line with the Regulations,we also publish mandatory gender pay gap metrics where individual EY UK entities have more than 250 relevant employees.Five entities met t

73、he criteria for the current reporting year and their Statutory metrics are in the Annex section of our 2024 report.Pay and bonusFor relevant and full pay relevant employees,pay and bonus used is as set out in the Regulations and Guidance for ordinary pay and bonus pay.Whilst Equity Partners remunera

74、tion differs from that of employees(they are not paid but instead take a share of profits),we have calculated their remuneration based around their regular earnings during the reporting year.This is based on data available as of October 2024 and is not subject to any subsequent adjustments.We includ

75、e monetary amounts received by our employees from our staff recognition programme,Applause2.This programme provides the opportunity for all employees to recognise and thank colleagues who demonstrate our values and behaviour during their daily working lives.This can be in various ways,from a simple

76、Thank you to awarding a small monetary award(on average around 25 for each award).For our pay gap metrics,we include Applause awards given during April 2024(as this covers the pay period relating to the snapshot date of 5th April 2024)and for bonus metrics,we include awards given between 6th April 2

77、023 and 5th April 2024(which matches the bonus period as set out in the Regulations).16|2024 Pay Gap ReportDiversityThe following details diversity characteristics that have been used in our statutory and non-statutory pay gap reporting.In all instances,this is based on information our people have t

78、hemselves disclosed to us(disclosure rates for each characteristic are available in the Pay Gap report).Employees can select one option per diversity characteristic.GenderIn our main HR system,our people can disclose their gender identity via the following options:*Man(Cisgender)*Man(Transgender)*No

79、n-Binary Prefer not to answer*Woman(Cisgender)*Woman(Transgender)We also have a separate section in our system which captures gender,with the options of:*Female*Male Others Undeclared UnknownThose that have selected categories with an asterisk(*)are included in our gender pay gap figures.We first re

80、fer to the gender identity dataset,reverting to gender if an individual has completed the second dataset only.Man(Cisgender and Transgender)/Male are included under the male category,Woman(Cisgender and Transgender)/Female are included under the female category.All other individuals are excluded fro

81、m the calculations,in line with the Regulations and Guidance.EthnicityFor our non-statutory pay gap ethnicity reporting we provide metrics at two levels of detail;on an ethnic minority compared to White colleagues basis and by disaggregating our ethnic minority population and providing a metric for

82、each group compared to our White colleagues.The table provided in Annex 1 at the end of this document details how we combine individual ethnicity categories for the purpose of our pay gap reporting.DisabilityIn our main HR system,our people can disclose their disability status via the following ques

83、tion:Do you consider yourself to have a disability or long-term condition(physical or mental)?Response options:*No Prefer not to say *Sometimes(my condition fluctuates)*Yes both physical and mental*Yes mental*Yes physicalThose that have selected categories with an asterisk(*)are included in our non-

84、statutory disability pay gap figures.The three Yes categories and Sometimes(My Condition Fluctuates)are grouped under a wider disabled category.No is included under the Not disabled category.All other individuals are excluded from the calculations.172024 Pay Gap Report|Sexual orientationIn our main

85、HR system,our people can disclose their sexual orientation via the following question:How would you describe your sexual orientation?Response options:*Bisexual*Gay/Lesbian*Heterosexual*Other Prefer not to answerThose that have selected categories with an asterisk(*)are included in our non-statutory

86、sexual orientation pay gap figures.Bisexual,Gay/Lesbian and Other are included under the LGB+category.All other individuals are excluded from the calculations.Social mobility We produce two non-statutory social mobility related pay gaps,one based on school type attended,the other on parental degree

87、status.In our main HR system,our people can disclose the type of school they attended via the following question:Which type of school did you attend for the majority of your time between the ages of 1116?Response options:1.*A state-run or state-funded school2.*Attended school outside the UK3.I dont

88、know4.*Independent or fee-paying school5.Non-selective6.Prefer not to say7.*Selective on academic,faith or other groundsThose that have selected categories with an asterisk(*)are included in our school type social mobility pay gap figures.All other individuals are excluded from the calculations.Note

89、:We do not currently include those selecting their school type as non-selective.This is simply because currently only a small number of our people(less than 30)fall under this category.We will keep this under review in future years.In our main HR system,our people can disclosure their parental degre

90、e status via the following question:At age fourteen,had any of your parent(s)or guardian(s)completed a university degree course or equivalent(e.g.,BA,BSc or higher)?Response options:I dont know*No Prefer not to say*YesThose that have selected categories with an asterisk(*)are included in our parenta

91、l degree social non-statutory mobility pay gap figures.All other individuals are excluded from the calculations.EY UK Pay Gap Report Methodology continued18|2024 Pay Gap ReportData sourcesPeople dataThe people data used for our pay gap reporting,namely data indicating those who were employed or an E

92、quity Partner with EY UK as of the snapshot date of 5th April 2024,employment status and diversity characteristics,are all sourced from our internal core HR reporting system.This database is maintained by our HR teams.In the case of diversity information(gender,ethnicity,disability,sexual orientatio

93、n,and social mobility)contained within this system,this data is provided by our employees and Equity Partners,either from information captured during the joining process or via a self-service facility where our people can update their information at any time.For the diversity characteristics we coll

94、ect data on,our people can opt to leave selections blank or select prefer not to say.Pay and bonus dataFor our employees,the pay and bonus data used for our pay gap report is sourced from our third-party payroll provider.Our pay data is subject to regular reviews by internal HR teams and reconciled

95、each month prior to pay day.In addition to this data,we have also included monetary amounts received via our staff recognition programme,Applause.This is sourced from the provider who administers the scheme on our behalf.For our Equity Partners,the pay amounts used are provided by our internal Partn

96、er Finance team.CalculationsThe basis of the calculations used in our pay gap report for our gender-based metrics are as those specified in the Guidance:Gender pay gap reporting:guidance for employers.For all other diversity characteristics,we have taken a similar approach to those laid out in gende

97、r.Specifically,the calculations used are based on those identifying under the following characteristics:Ethnicity:a comparison of average pay/bonus%(mean and median)for ethnic minority compared to White.Disaggregated ethnicity(Black and other ethnicities):Are a comparison of average pay/bonus%(mean

98、and median)for each individual ethnicity minority compared to White(e.g.,Asian compared to White,Black compared to White).Disability:a comparison of average pay/bonus%(mean and median)for disabled compared to non-disabled.Sexual orientation:a comparison of average pay/bonus%(mean and median)for LGB+

99、compared to heterosexual.Social mobility,school type:a comparison of average pay/bonus%(mean and median)for those under each school type,compared to those who attended an Independent/fee-paying school(e.g.,state run school compared to Independent/fee-paying and selective on faith or academic compare

100、d to Independent/fee-paying).Social mobility,parental degree:a comparison of average pay/bonus%(mean and median)for those who at aged fourteen had a parent with a degree,compared to those who did not.Our pay gap report is subject to a range of internal reviews,with each Statutory disclosure being si

101、gned-off by an appropriate senior person.192024 Pay Gap Report|Annex 1 ethnicity categoriesIn our main HR system,our people can disclose their ethnicity via the options shown in the first column of the table below.The below ethnicities are based on UK Census categories.We group these as per columns

102、two and three for the purposes of our ethnicity pay gap reporting:EthnicityEthnicity grouping (ethnic minority/white)Ethnicity grouping (ethnic minority disaggregated)AsianBangladeshiEthnic minorityAsianIndianEthnic minorityAsianPakistaniEthnic minorityAsianAny other Asian backgroundEthnic minorityA

103、sianBlackAfricanEthnic minorityBlackCaribbeanEthnic minorityBlackAny other Black backgroundEthnic minorityBlackChineseEthnic minorityChineseMixedWhite+AsianEthnic minorityMixedWhite+Black AfricanEthnic minorityMixedWhite+Black CaribbeanEthnic minorityMixedAny other Mixed backgroundEthnic minorityMix

104、edPrefer not to sayNot included in ethnicity pay gapNot included in ethnicity pay gapOther ethinic groupEthnic minorityOtherOther ethinic group ArabEthnic minorityOtherWhiteChannel IslandsWhiteWhiteEnglishWhiteWhiteIrishWhiteWhiteIrish TravellerWhiteWhiteScottishWhiteWhiteWelshWhiteWhiteAny other ba

105、ckgroundWhiteWhiteAny individual who has not provided a response to this section in our HR system is excluded from the calculations.EY UK Pay Gap Report Methodology continued20|2024 Pay Gap ReportEY|Building a better working worldEY is building a better working world by creating new value for client

106、s,people,society and the planet,while building trust in capital markets.Enabled by data,AI and advanced technology,EY teams help clients shape the future with confidence and develop answers for the most pressing issues of today and tomorrow.EY teams work across a full spectrum of services in assuran

107、ce,consulting,tax,strategy and transactions.Fueled by sector insights,a globally connected,multi-disciplinary network and diverse ecosystem partners,EY teams can provide services in more than 150 countries and territories.All in to shape the future with confidence.EY refers to the global organizatio

108、n,and may refer to one or more,of the member firms of Ernst&Young Global Limited,each of which is a separate legal entity.Ernst&Young Global Limited,a UK company limited by guarantee,does not provide services to clients.Information about how EY collects and uses personal data and a description of th

109、e rights individuals have under data protection legislation are available via member firms do not practice law where prohibited by local laws.For more information about our organization,please visit .Ernst&Young LLP The UK firm Ernst&Young LLP is a limited liability partnership registered in England

110、 and Wales with registered number OC300001 and is a member firm of Ernst&Young Global Limited.Ernst&Young LLP,1 More London Place,London,SE1 2AF.2025 Ernst&Young LLP.Published in the UK.All Rights Reserved.EYSCORE 002462-25-UKED NoneUKC-037980.indd 04/25.Artwork by Creative UK.Information in this pu

111、blication is intended to provide only a general outline of the subjects covered.It should neither be regarded as comprehensive nor sufficient for making decisions,nor should it be used in place of professional advice.Ernst&Young LLP accepts no responsibility for any loss arising from any action taken or not taken by anyone using this