UK Gender Pay Report 2024

April 2025

At GLG, we believe in the significant benefits that derive from a fair and diverse organization. Gender equality is just one element of how we strive to create an inclusive workplace. We’re committed to equal pay and fostering a fair and transparent environment where employees are rewarded based on their position, competencies, performance, and contribution. And we will continue to promote an inclusive environment through our policies, training, awareness events and commitments, as well as through our internal promotion and recruitment processes.

What is the gender pay gap?

The gender pay gap is the difference between the average earnings of male and female employees in our UK business, covering standard and variable pay. It is influenced by a range of factors, in particular the demographic of a company’s workforce.

Is gender pay gap the same as pay equity?

No, they are very different concepts. Pay equity means that two employees with similar credentials who perform the same or substantially similar work should be paid the same, irrespective of gender. Thus, it makes allowances for differences in position, education, tenure, or experience. The gender pay gap does not make any like-to-like comparisons but rather looks at compensation of men versus women – irrespective of position, experience, tenure, education – across an entire organization.

Pursuant to the UK’s Gender Pay Gap regulation, GLG was required to report gender pay gap data for the 2024 reporting year on April 4, 2025.

Women represent 67% of our UK workforce today, a figure that has remained high since we first started reporting in 2021. In the period since then, the average gender pay gap at GLG has consistently decreased, with the difference in average hourly pay decreasing by 1.7% year-over-year, resulting in an overall decline of 5.1% since 2021. The gender pay gap using average bonus pay has taken a similar downward trend. Likewise, our representation of women in the highest quartile of pay has increased year over year since 2021.

Over the last two years, we have seen an increase in our hiring of women across the organization. To contextualize our data, it’s important to note that we tend to hire at more junior levels, and then promote from within, which has resulted in women making up a greater percentage of our Lower and Lower Middle Quartile pay groups (78.9% and 72.4% in 2024, respectively). This, consequently, impacts our median pay gap (the comparison of pay and bonus earnings for the middle female and male employee when put in ascending order).

We’re proud of the representation of women throughout our organization – and we remain committed to hiring and promoting women as part of our ongoing efforts to deliver the best outcomes for our clients and work with the top experts in the world.

I confirm that the data reported under the Regulations is accurate and meets the requirements of the Regulations.

Laurence Herman

Director, Gerson Lehrman Group Limited

GLG