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Gender Equality

Gender Pay Gap legislation, introduced in April 2017 requires all employers with 250 or more employees to publish their gender pay gap.

Employers are required to report on six key metrics:

  • The difference in the mean pay of full pay men and women, expressed as a percentage
  • The difference in the median pay of full pay men and women, expressed as a percentage
  • The difference in mean bonus pay of men and women, expressed as a percentage
  • The difference in median bonus pay of men and women, expressed as a percentage
  • The proportion of men and women who received bonus pay; and
  • The proportion of full-pay men and women in each of four quartile pay bands

 

A word from our President

Woman in meeting room 960x640
Woman in meeting room 960x640

This first 'snapshot date' for gender pay gap reporting is 5 April 2017. This is to confirm that the Gender Pay Gap numbers reported below are accurate and correct.

Bjorn Bengtsson

President, Ashridge Executive Education

Equality at Ashridge

19.4%

Avg. Mean that Women's pay is lower by

1.5%

Avg Median that Women's pay is higher by

20.1%

Avg. Mean that Women's bonus pay is lower by

69.1%

Avg. Median that Women's bonus pay is lower by

25.8%

Percentage of Male employees receiving a bonus

18.3%

Percentage of Female employees receiving a bonus

Women currently make up over 50% of our global workforce with 51.4% of upper quartile positions and 69.9% of upper middle quartile positions being held by women.

In the lower middle quartile the employment split is 37% of jobs being held by men whilst women hold 63% of positions and in the lower quartile 43.2% are occupied by men with women retaining 56.8% of roles.