UK Gender Pay Difference Results

Men and Women representation per Pay Quartile

Executive Summary

Definitions

Pay Difference v. Pay Equity

This Gender Pay Differences exercise highlights the difference in the types of positions women and men generally occupy, with men currently 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. We believe that employees are compensated fairly, without regard to gender, for their skills, expertise, and work. 

Representation and Pay

UK employees represent 1.8% of Synopsys’ global workforce for the reporting period. 

This is our fifth year of reporting.  Some of our statistical highlights include a significant increase of our female colleagues’ upper pay quartile from 3% females in 2020 to 8.2% in this reporting year.  Similar increase trend in the middle pay quartiles from five years ago.  Compared to five years ago, our Median hourly pay gap significantly narrowed from 31.1% to 15.7%.  Our Mean gap has slightly narrowed.

Our data, year on year, continue to reflect the challenges 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 men.  Nevertheless, in the last five years we increased our female technical representation from 10.2% to 13.6%, with an increase from 4.4% to 11.3% in senior levels.  This reporting year also saw a year-on-year increase of 13% in ratios between FY2023 (19.1%) and FY2024 (21.6%) in promotions of female employees.