Our strategy

Our network

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.

Gender pay gap report

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

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Download the 2018 report >

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Download the 2017 report >

Contact us

Louisa Lombardo
Head of Diversity and Inclusion, Europe, Eurasia and Africa
E: louisa.lombardo@chubb.com