We have a number of networks within the UK and Ireland focused on specific areas within Diversity and Inclusion, sponsored by a member of our Executive team. Our aim is to broaden the reach of these networks to more locations in the near future.
Our aim is to provide a work environment that fosters and encourages a high level of contribution from all employees and we welcome the opportunity to report our gender pay gap. We have put a number of actions in place towards building a more gender-balanced workplace and this first report will act as our benchmark when measuring future progress.
Chubb UK Gender Pay Gap Report 2019
The gender pay gap measures the difference between the mean and median male pay and the mean and median female pay as a proportion of the mean and median male pay between all women and all men at Chubb in the UK.
We are pleased to report an improvement in our gender pay gap numbers for 2019.
Chubb Services UK Limited
Hourly Pay Gap |
Mean |
32.7% |
Median |
30.6% |
|
% of men : women in |
Upper hourly pay quartile |
76% : 24% |
Upper middle hourly pay quartile |
67% : 33% |
|
Lower middle hourly pay quartile |
52% : 48% |
|
Lower hourly pay quartile |
43% : 57% |
|
12 Month Bonus Gap |
Mean |
63.5% |
Median |
50.7% |
|
% of employees receiving bonus (% men : women) |
85.1% : 80.3% |
Information included in the calculation
The gender pay calculation includes base pay, any allowances (e.g. a car allowance) and pay for leave (e.g. maternity or paternity). It also includes stock as part of the bonus calculation. The calculation doesn’t include any overtime, redundancy and termination payments or non-cash benefits. The calculation is based on employee data at 5 April 2019.
The difference between gender pay gap reporting and equal pay
Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally on the basis of their gender. The gender pay gap report shows the differences in pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, there may be a number of reasons, for example there may be a lack of female representation at a senior level.
I confirm that the data reported above is accurate.
David Furby
Regional President, Europe
Louisa Lombardo
Head of Diversity and Inclusion, Europe, Eurasia and Africa
E: louisa.lombardo@chubb.com