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UK Gender Pay Difference Results
Men and Women representation per Pay Quartile
| Men | Women | |
| Upper Pay Quartile | 91.8% | 8.2% |
| Upper Middle Pay Quartile | 77.1% | 22.9% |
| Lower Middle Pay Quartile | 70.8% | 29.2% |
| Lower Pay Quartile | 83.3% | 16.7% |
Compared to men, women¡¯s hourly pay rate is lower
| Mean | Median |
| 29.6% | 15.7% |
Percentage of men and women who received a bonus
| Men | Women |
| 92.6% | 95.9% |
Compared to men, women¡¯s bonus pay is lower
| Mean | Median |
| 46.9% | 24% |
Understanding our Numbers
Executive Summary
Definitions
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¡ªpositions.
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.
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¡ªhence 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.
Receipt of Bonus
This reporting year the percentage of men and women receiving bonuses are both over 90%.
The variance in average bonus pay is due to a large amount of RSUs, bonuses, and commissions paid to males, who are more represented in senior roles than are women. The average bonus pay has narrowed this reporting year (46.9%) in comparison to last (48%).