UK Gender Pay Difference Results

Men and Women representation per Pay Quartile

Men Women
Upper Pay Quartile 95.3% 4.7%
Upper Middle Pay Quartile 83.1% 16.9%
Lower Middle Pay Quartile 79.4% 20.6%
Lower Pay Quartile 61.9% 38.1%

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

Mean Median
29.9% 31.1%

Percentage of men and women who received a bonus

Men Women
92.2% 90.2%

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

Mean Median
36.0% 31.4%

Understanding our Numbers


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.


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

Like most other companies in the high tech industry, Synopsys employs more men than women in technical roles, especially at senior levels. This mirrors the labour market and reflects the fact that fewer women graduate from STEM education than do men. Our gender pay differences are a reflection of this as senior roles are appropriately compensated more than junior roles, regardless of gender. 

Overall, 20% of our UK staff is female. Six percent of our senior roles are held by women. In junior roles, we see a 29% female representation. 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 2019, 19.4% of promotions were female, and that increased to 22% in 2020. We strive to continue this trend.

To increase the number of women in senior technical positions, we have defined aspirational targets to hire more female talent into the organization in both junior and senior roles. In 2019, 8.33% of technical hires were female. That rose to 19.2% in 2020.

Receipt of Bonus

While the percentage of men and women who received a bonus is not identical, the difference is small. This small difference is almost entirely due to the fact that new hires are not eligible for bonuses if they are hired late in our fiscal year. For the relevant timeframe, more women than men were ineligible for bonuses based on their hire date. All women who were eligible for bonuses received one. 

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. 

Besides hiring, we focus on retaining women by offering enhanced maternity pay. 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 have participated in Women in STEM Campaign and in Women in Engineering Day, and we are proud sponsors of several conferences such as Women in Tech World Series Online Festival, Grace Hopper Celebration in EMEA, and Women in Tech World Series Online Festival. 

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.