UK Gender Pay Gap Report 2021-22

UK Gender Pay Gap Report 2021-22

March 31 2023 | Studio | Legacy Project

Addressing the gender pay gap within CA and the wider industry is an important part of our commitment to equality, diversity and inclusion. We work to a studio-wide strategy and actively support our employee-led Diversity and Inclusion Network and Employee Resource Groups. Our goal is to continue to grow an inclusive studio culture and improve working practices, to ensure that CA is welcoming, safe and a place where everyone’s voice is heard - seeing diversity represented at all levels.

Our multi-award-winning education work sets our ambition to leave a legacy through accessible education; encouraging more people from diverse backgrounds to consider a career in games.

We recognise that while there has been progress, we are far below our ambition of increasing representation across all levels at CA.

At CA, there has been a decrease in the hourly pay gap since 2019, while the bonus gap has risen over the last few years.

We must continue to support more diverse talent in the games industry, especially in senior positions. This requires a sustained focused effort in order see real change across the industry.

 


 

The gender pay gap

The snapshot data taken between April 2021 and April 22 show a decrease in the total number of females at CA UK, but a higher proportion in more junior roles compared to senior roles.
 

graph

 

There are several factors that have contributed to the gender pay results:

  • The overall number of females at CA has decreased since the previous reporting year (2022-21), with an overall of 82.4% males and 17.6% females for 2022, compared to 81% males and 18.9% female for 2021.
     
  • In April 2022, men made up 82.4% of the workforce whilst women made up 17.6%. We should therefore expect to see similar representation of men and women across the four pay bands (Lower, Lower Middle, Upper Middle and Upper). However, Women are over-represented in the lower quartile (in junior positions), with more women hired into these roles than men.
     
  • We are seeing positive trends of promotion and progression for females from the lower quartiles to the lower middle and upper middle. Women accounted for 24% of all promotions in the lower middle and upper middle quartiles during the reporting period. However, this progress is not being seen in the most senior positions where this percentage falls to 17% of all promotions.
     
  • All eligible employees receive a bonus. Bonuses go through an extensive process which includes checking for any issues of inequality. Due to the reporting period, bonuses (which are paid annually) are not shown until the following year’s gender pay data (e.g., bonuses for 2021-2022 will be represented in the 2022-2023 data). The bonus pay gap is due to women joining CA in the lower quartiles (more junior roles) at a higher proportion than in senior roles. This leads to an increase in the bonus pay gap as more women in the lower quartile are eligible for bonuses year on year, with fewer eligible women represented in the upper quartiles.

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 16.45%
Median - gender pay gap 16.11%
Mean - bonus gender pay gap 33.95%
Median - bonus gender pay gap 25.63%
Proportion of males receiving a bonus payment 79.69%
Proportion of females receiving a bonus payment 81.89%
  Female Male
Proportion in the lower quartile pay band 22.99% 77.01%
Proportion in the lower middle quartile pay band 20.23% 79.77%
Proportion in the upper middle quartile pay band 18.39% 81.61%
Proportion in the upper quartile pay band 8.67% 91.33%

Historical gender pay data can be found in the appendix.

 


 

Declaration

I confirm that the figures and content above are accurate to the best of our knowledge.

Statutory signatures

 

 


 

 

 

HISTORICAL GENDER PAY REPORT DATA

 

 

APRIL 2020 - APRIL 2021 DATA

Mean - gender pay gap 16.7%
Median - gender pay gap 17.1%
Mean - bonus gender pay gap 29.4%
Median - bonus gender pay gap 26.6%
Proportion of males receiving a bonus payment 71.3%
Proportion of females receiving a bonus payment 68.2%
  Female Male
Proportion in the lower quartile pay band 23.8% 76.2%
Proportion in the lower middle quartile pay band 23.4% 76.6%
Proportion in the upper middle quartile pay band 19.3% 80.7%
Proportion in the upper quartile pay band 9.4% 90.6%

 

APRIL 2019 - APRIL 2020 DATA

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%
  Female Male
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%

 

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%
  Female Male
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%
  Female Male
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%
  Female Male
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%