UK gender pay gap

UK gender pay gap

Introduction

As a data and AI led organization, innovation is central to our business success. We operate in a world – and serve clients – marked by immense diversity. To innovate effectively at a global scale, we recognize that our employees’ diversity of thought and experience is indispensable. These differences allow us to understand the nuanced challenges of our clients and the world we share. 

Our diversity, inclusion and belonging initiatives are designed around our commitment to hire the best talent – no matter who they are and where they are – and create an inclusive environment where everyone feels welcomed and recognized for their unique differences and contributions.

We believe that data is critical, so we are pleased to be sharing our UK Gender Pay Gap figures for the second year now. The data will give us a benchmark against which to measure how we are performing against our goals.

We are also sharing some of the global initiatives that are aimed at closing our gaps.

The diversity of our people reflects the diversity of the world we live in and the clients we work with. Our inclusive environment – where diversity is celebrated, and merit is rewarded –ensures that each team member can bring their whole self to work and perform at their best. We are dedicated to ensuring that every individual has the opportunity to succeed based on their abilities and achievements, with no influence from bias in any talent decisions. This meritocratic approach allows us to cultivate a workforce where talent thrives, innovation flourishes, and excellence is recognized 

- Pamela Harrison
Executive Vice President & Chief Human Resource Officer

What is gender pay?

Gender pay gap measures the difference between the average of men’s and women’s pay, across all jobs in UK, regardless of level or type. It is designed to measure inconsistencies in the proportion of men and women at all levels, for all roles in UK. This is not a measure of gender pay inequity, which is the difference in pay between men and women for doing the same job.

Our Gender Pay Gap report has been calculated in accordance with the UK regulations (published on the 22 February 2017), requiring organisations with 250 or more employees to report their gender pay gap. The data reflected in this report was collected in April 2024.

 

We will have annual updates on Gender Pay Gaps and our progress toward closing identified pay gaps

Why do we have a gender pay gap?

Women constitute 43.3% of our global workforce. In the UK, they make up 23.8% of the workforce.

Why do we have gender pay gap

Our action plan

We are committed to fostering a workplace where all employees, regardless of gender or other identities, can thrive. We remain committed to identifying bias and barriers to gender pay gap and making meaningful changes to close the gap. Our ongoing efforts and strategies are laying the foundation for continued improvement and greater success.

Diversity & Inclusion Strategy and Governance

  • Our Diversity and Inclusion strategy is driven by the global Diversity & Inclusion Council, which reviews our progress at frequent intervals.

We strive to create a workplace that is representative of the diversity in the communities where we work in and the clients that we work with.

  • Our focus is on reviewing and expanding our hiring channels to reach the best talent, no matter where they are and who they are. We are also making concerted efforts to build diverse hiring slates for senior leadership roles, both internally and externally, as well as identifying and mitigating bias in hiring processes.

Building an inclusive workplace

  • Our inclusive workplace help us build a culture of meritocracy that recognizes differences and eliminates bias. We are committed to eliminating bias as a measure to enhance gender parity.

Use of AI Tools in Recruitment

  • Our AI tools help ensure that job descriptions are all-inclusive and shortlisting of candidates are not influenced by their identities. 
  • We are confident that continued use of these innovative resources will support our goal of eliminating identified gender pay gaps

Women at EXL Employee Resource Group (ERG)

  • Our Women at EXL ERG plays a vital role in supporting women’s professional requirements through networking, mentorship, and training programs.

Specifically in the UK, we are focused on:

  • Enhancing our pay equity analysis to identify and address any discrepancies, ensuring fairness and transparency in compensation practices.
  • Developing and executing strategies to help us build a workforce that reflects the diversity that we see in our world and the clients that we work with.
  • Designing and expanding leadership development programs that offer skills and resources to support individual growth and career progression.
  • Increasing transparency and accountability in our diversity, inclusion and belonging efforts, with regular progress updates and clear action plans to drive tangible results.

We are fully committed to achieving gender pay equity and creating a workplace where all employees—regardless of gender—can grow, thrive, and achieve their full potential. We look forward to building on our existing efforts and celebrating the success and progress that lies ahead.