UK Gender Pay Difference Results

UK Gender Pay Difference Results

Men and Women representation per Pay Quartile


Men Women
Upper Pay Quartile 97.0% 3.0%
Upper Middle Pay Quartile 80.6% 19.4%
Lower Middle Pay Quartile 83.6% 16.4%
Lower Pay Quartile 58.2% 41.8%

Compared to men, women’s hourly pay rate is lower by

Mean Median
31.0% 30.2%

Percentage of men and women who received a bonus

Men Women
89.3% 94.4%

Compared to men, women’s bonus pay is lower by

Mean Median
50.1% 28.8%
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Understanding our Numbers

Definitions

Pay Difference

The difference in the average compensation of all men and all women across all roles. A pay gap usually is a result of more men occupying more senior—and therefore higher paying—positions.

Pay Equity

Commonly referred to as “equal pay for equal work,” this is an analysis of whether men and women are paid comparably for doing similar jobs, after controlling for legitimate differentiators such as performance and experience.

Summary

Like most companies in the technology industry, Synopsys is focused on improving its representation of women in senior roles but still has a way to go. Our initiatives are deliberately designed to prioritize an inclusive culture that results in a more diverse workforce and reduces the gender pay difference.

Representation and Pay

UK employees represent 1.7% of Synopsys’ global workforce.  Whilst our UK female employees remain at 20%, 7% percent of our senior roles are held by women.  This is an increase from last year.  Last year, we reported a mean gender pay gap of 29.9%.  The gap has increased slightly to 31%.  Our median has decreased by 0.9%.  The data is a continuing reflection of the high-tech industry, where more men than women are employed in technical roles, especially at senior levels. This mirrors the continuing labour market and reflects the fact that fewer women graduate from STEM education than do men.

In junior roles, we see a 32% female representation which is an increase of 3% from last year, and we are committed to supporting these employees as they grow their career at Synopsys to continue the upward trend in female representation in senior roles. Analysis shows that more women in senior roles will result in a smaller pay difference, and we are making progress towards closing that gap. In our FY 2020, 22% of promotions were female, and that increased to 30% in FY21. We strive to continue this trend.  Reflecting an inclusive and diverse culture 11.2% fewer female employees left in FY 2021 compared to FY 2020.

Receipt of Bonus

Since reporting began, a larger percentage of women received a bonus payment in this reporting year.

The increased variance in average bonus pay is due to a large amount of RSUs and bonuses/commissions paid to males, whom are notably in senior roles.

Pay Differences v. Pay Equity

This Gender Pay Differences exercise highlights the difference in the types of positions women and men generally occupy, with men commonly holding more senior roles—hence the difference in the total average pay between all men and all women in the U.K. By contrast, Pay Equity analyses broadly consider whether men and women who have similar skills, experience, and performance are paid comparably for doing similar jobs. This Gender Pay Difference data is not an analysis of Pay Equity. At Synopsys, we take Pay Equity very seriously and strongly believe that employees are compensated fairly, without regard to gender, for their skills, expertise, and work. 

Looking Ahead

Having a well-balanced gender workforce is important to the continued success of Synopsys, and one we continue to commit to. We make hiring managers aware that we have a shared responsibility to improve the overall representation of diverse talent within our teams.

Through several tailored programs, we develop female employees to take on bigger roles at higher grade levels and become leaders of the future.

Over the years, we have invested and participated in a number of internal and external programs to promote women in the workplace. Externally, we continue to be proud sponsors of several conferences such as Women in Tech World Series Online Festival, and Grace Hopper Celebration in EMEA.  In 2021, we established a partnership with a prestigious university in Northern Ireland with an emphasis on Synopsys as an employer of choice for women.  This year, in collaboration with Women in Tech Network, we have launched a Mentorship Program, whereby inspirational Synopsys employees mentor females from the Network to help develop her goals and skills.  We hope to reap the rewards of this initiative next year with more female hires.

We also recognise that internally we have a duty to continuously promote diversity within the workplace, and we have and will continue to engage our leaders and employees with courses such as Inclusive Leader:  Maximising the Mix, Value Differences. Our Women in Leadership program is aimed at bringing extra focus in identifying women leaders who have potential and supporting their further development through various targeted initiatives.  Furthermore, a group of Inclusive & Diversity Ambassadors continue their efforts to support, promote and influence Synopsys’ community.