UK Gender Pay Gap Report 2019-2020
March 19 2021 | Studio | Legacy Project
Creative Assembly has been proactively working to a studio-wide diversity strategy for several years. This work continues to gain momentum as we expand its reach and deepen its impact across our studios. The strategy focuses on three pillars:
- How we attract, inspire, and support more diverse talent into the games industry now and in the future, through our award-winning education work
- How we ensure Creative Assembly is accessible for people from all backgrounds and is an environment that people feel that they belong in
- How we advance diverse talent through Creative Assembly, retaining and developing them into senior positions
To put our demographic in perspective, in 2020 18.8% of staff at CA UK identified as female and fewer than 1% identified as non-binary. Staff of ethnic minorities made up 19% of CA UK, 16% identified as lesbian, gay or bisexual, 62% of our workforce were under the age of 35 and 4.31% identified as having a disability. While this data continues to fluctuate, we are confident that our work will have a longer-term impact.
Snapshot employee data from September and November 2020
The gender pay gap
In the snapshot data taken between April 2019 and March 2020 we saw a decrease in our mean and median gender pay gap compared to the previous year. We have also seen an increase in the number of women in the lower middle and upper middle quartile.
In 2020, 18.8% of CA UK staff identified as female and fewer than 1% identified as non-binary. We recognise that our work to improve diverse representation at all levels of the business is longer term and we are far below our ambition of increasing representation at Creative Assembly, especially at the most senior levels of the business.
In addition, the mean bonus pay gap has decreased while the median has increased.
There are several factors that have contributed to the gender pay results:
- In the topmost quartile the number of available positions is far fewer than at more junior levels of the business. We know that our most senior executive teams lack female representation.
- Creative Assembly has continued to grow with over 150 new employees joining the business in 2019-20. These are generally into the middle quartiles where we have seen an increase in female representation. We have also promoted female talent, reflected in the increase in the upper middle quartile.
- All eligible employees receive a bonus. Bonuses go through an extensive process which includes checking for any issues of inequality. The variance in data for 2019-2020 is due to a decrease in women in the upper middle quartile in the previous 2018-2019 intake (as seen in last year’s report). This is a trend that has since been reversed. Due to the reporting period, bonuses (which are paid annually) are not shown until the following year’s data (e.g., bonuses for 2019-2020 will be represented in the 2020-2021 data).
We are confident that there is not an equal pay issue, there is equal treatment for work of equal or similar value.
|Mean - gender pay gap||20.5%|
|Median - gender pay gap||19.5%|
|Mean - bonus gender pay gap||25.5%|
|Median - bonus gender pay gap||24.8%|
|Proportion of males receiving a bonus payment||73.1%|
|Proportion of females receiving a bonus payment||62.5%|
|Proportion in the lower quartile pay band||18.9%||81.1%|
|Proportion in the lower middle quartile pay band||30.3%||69.7%|
|Proportion in the upper middle quartile pay band||21.1%||78.9%|
|Proportion in the upper quartile pay band||6.3%||93.7%|
Historical gender pay data can be found below.
Progressing our strategy
Our Diversity, Inclusion and Belonging Strategy sets actionable commitments for every level of the business, from leadership to individuals. We continue to embed and evolve this work to improve how we attract diverse employees, how we develop and retain them; ensuring everyone has a voice within the studio.
The strategy covers our policies, processes, marketing and more. We provide extensive learning and development programmes on unconscious bias, inclusion awareness, understanding autism and a studio-wide requirement to take part in our inclusive behaviours framework which has been developed with our specialist partner, Voice at the Table.
Our multi-award-winning education work sets our ambition to leave a legacy through accessible education; encouraging more young people from diverse backgrounds to consider a career in games. Over the last year this has included the launch of the Creative Assembly Legacy Scholarship with Teesside University, specifically for those from low-income families, who identify as female and/or Black or an ethnic minority.
Through our work we continue to attract more diverse people into Creative Assembly and to develop them into more senior roles. Although we expect to see fluctuations in our future gender pay gap data we are confident that our work will lead to long-term positive improvements within the studio.
I confirm that the figures and content above are accurate to the best of our knowledge.
HISTORICAL GENDER PAY REPORT DATA
APRIL 2018 - APRIL 2019 DATA
|Mean - gender pay gap||23.1%|
|Median - gender pay gap||22.9%|
|Mean - bonus gender pay gap||33.8%|
|Median - bonus gender pay gap||18.6%|
|Proportion of males receiving a bonus payment||81.2%|
|Proportion of females receiving a bonus payment||69.8%|
|Proportion in the lower quartile pay band||16.8%||83.2%|
|Proportion in the lower middle quartile pay band||29.4%||70.6%|
|Proportion in the upper middle quartile pay band||14.3%||85.7%|
|Proportion in the upper quartile pay band||6.7%||93.3%|
APRIL 2017 - APRIL 2018 DATA
|Mean - gender pay gap||19.7%|
|Median - gender pay gap||23.5%|
|Mean - bonus gender pay gap||37.5%|
|Median - bonus gender pay gap||19.5%|
|Proportion of males receiving a bonus payment||88.4%|
|Proportion of females receiving a bonus payment||82.9%|
|Proportion in the lower quartile pay band||16.5%||83.5%|
|Proportion in the lower middle quartile pay band||28.2%||71.8%|
|Proportion in the upper middle quartile pay band||22%||78%|
|Proportion in the upper quartile pay band||4.5%||95.5%|
APRIL 2016 - APRIL 2017 DATA
|Mean - gender pay gap||20.3%|
|Median - gender pay gap||23.3%|
|Mean - bonus gender pay gap||38.2%|
|Median - bonus gender pay gap||25.3%|
|Proportion of males receiving a bonus payment||78.6%|
|Proportion of females receiving a bonus payment||71.6%|
|Proportion in the lower quartile pay band||14.7%||85.3%|
|Proportion in the lower middle quartile pay band||24.8%||75.2%|
|Proportion in the upper middle quartile pay band||18.8%||81.2%|
|Proportion in the upper quartile pay band||3.5%||96.5%|