In accordance with UK legislation, Vanguard has calculated the below gender pay gap data to show the difference in average pay and bonuses between all men and women in our UK workforce.

Our data

At Vanguard in the UK, we have equal pay between men and women when comparing like roles (jobs of the same grade level with similar impact, scope, complexity and knowledge). We continue to have a pay gap that is driven by having more men in senior management positions. Vanguard has made substantial progress in increasing the representation of women in senior roles across the organization, which has contributed to the continued progress in closing the pay gap.

Vanguard's UK data (as of 5 April 2019)

  • Our mean gender pay gap is 22.8%
  • Our median gender pay gap is 14.2%
  • Our mean bonus gender pay gap is 40.2%
  • Our median bonus gender pay gap is 36.4%
  • The proportion of employees receiving a bonus is 89.8% for males and 88.2% for females

The quartile breakdown for pay is as follows:

Quartile Males Females
Lower Quartile 38.9% 61.1%
Lower Middle Quartile 64.8% 35.2%
Upper Middle Quartile 58.9% 41.1%
Upper Quartile 67.3% 32.7%

Progress, and our plans to accelerate diversity and inclusion

At Vanguard, we're committed to building diversity in the workplace and fostering an inclusive environment. We understand that the two components work together to enable our success, differentiate us from our competitors, and help us attract diverse talent and prospective clients that reflect the markets in which we serve.

Last year, we continued to increase female and minority representation within leadership and more senior roles at Vanguard, and it continues to be a key priority going forward. We're pleased with the many programmes and initiatives we have in place today to advance diversity and inclusion, such as robust recruiting strategies to attract diverse talent for all roles, formal and informal learning opportunities, and crew resource groups such as the Women's Initiative for Leadership Success. However, we recognise that there's still more work to do both internally and externally to ensure all crew and the future talent of tomorrow have the resources to succeed and advance at Vanguard.

Vanguard's chief diversity officer solely focuses on developing strategies to strengthen diversity and inclusion and measuring our success. This role, in partnership with the Diversity Leadership Team, a dedicated team of senior leaders responsible for driving inclusion and engagement strategies throughout the enterprise, work together to drive our vision and increase diverse representation in our more senior positions.

Vanguard recently introduced a new learning program for crew focused on cultivating diversity and inclusion. In addition, we launched a diversity and inclusion toolkit for leaders to assist them in applying the lens of diversity along the entire crew lifecycle, from recruiting to development, to retention.

We are confident that the measures outlined above will continue to have success in increasing female representation in senior roles, which will further reduce the gender pay gap.

Measure 2017 Gap 2018 Gap 2019 Gap 2017-2019 Reduction in Gap
Mean Gender Pay Gap 30.1% 20.0% 22.8% 24.3%
Median Gender Pay Gap 23.9% 18.1% 14.2% 40.6%
Mean Gender Bonus Pay Gap 56.3% 56.1% 40.2% 28.6%
Median Gender Bonus Pay Gap 53.4% 50.4% 36.4% 31.8%

I confirm that this data is accurate.

Sean Hagerty

Sean HagertySean Hagerty
Head of Europe