Gender Equality

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

Equality at Ashridge

Women currently make up over 50% of our global workforce with 50.0% of upper quartile positions and 62.5% of upper middle quartile positions being held by women.

In the lower middle quartile the employment split is 37.5% of jobs being held by men whilst women hold 62.5% of positions and in the lower quartile 46.6% are occupied by men with women retaining 53.4% of roles.

A word from our president

This, our second 'snapshot' for gender pay gap reporting, is for 4 April 2018. This is to confirm that the Gender Pay Gap numbers reported below are accurate and correct.

Bjorn Bengtsson

President, Hult Ashridge Executive Education

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

22.0%

Avg. Mean that Women's pay is lower by (19.4% in 2017)

3.4%

Avg Median that Women's pay is lower by (1.5% higher in 2017)

19.9%

Avg. Mean that Women's bonus pay is lower by (20.1% in 2017)

41.7%

Avg. Median that Women's bonus pay is lower by (69.1% in 2017)

21.3%

Percentage of Male employees receiving a bonus (25.8% in 2017)

26.3%

Percentage of Female employees receiving a bonus (18.3% in 2017)

Hult International Business School

/ Ashridge Executive Education