Gender pay gap
10.1%
Mean gender pay gap in 2023
16.1% pts
Reduction since 2017
The gender pay gap is an equality measure comparing the earnings of men and women across all jobs. Pay parity refers to whether all people are compensated the same for performing roles that are the same, substantially similar, or determined to have the same value.
While an absence of pay parity is often a contributing factor to a pay gap, achieving pay parity will not necessarily remove a pay gap. In the case of gender, for example, men and women who do similar or the same roles may get paid the same (pay parity), but men may earn more as a group due to occupying a higher proportion of senior positions (resulting in a pay gap).
The gender split within AVEVA is improving. The proportion of women within the organization has increased from 28% in 2021 to 32% in 2023. With improvements across three pay quartiles, this increased representation is also helping to close the gender pay gap.
+1.2%
Lower quartile
+2.5%
Lower middle quartile
-0.3%
Upper middle quartile
+4.2%
Upper quartile
Ethnicity pay gap
AVEVA remains committed to data transparency and to publishing its findings on ethnicity pay gaps despite there being no requirement to report on it in the UK. We believe that obtaining this data is a crucial process to measure our progress, identify opportunity areas, and build effective and meaningful strategies to continue improving. By listening to the story behind the numbers, we can focus and monitor our actions toward long-term change around representation in key areas such as recruitment, advancement, and retention.
Collecting data on ethnicity and race is complex, not only due to our ever-evolving social and cultural dynamics, but also because there is no global consensus on how to define both “ethnicity” and “race.” As a result of the complexities around race and ethnicity, it is hard to accurately summarize our findings on the ethnicity pay gap of our UK workforce. Please consult pages 10–12 of the full report for the data.