Gender Pay Gap Transparency at Publicis Sapient: Progress, Challenges, and Industry Context
Our Commitment to Gender Pay Gap Transparency
At Publicis Sapient, we believe that diversity, equity, and inclusion (DEI) are not just aspirations—they are fundamental to our culture and our success. Our commitment to gender pay gap transparency in the UK is a reflection of our broader ambition: to create an environment where all people can thrive, prosper, and drive positive change. We welcome the opportunity to report our gender pay gap data annually, in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, and to share our progress, challenges, and ongoing initiatives with our people, clients, and the wider community.
Understanding the Gender Pay Gap
The gender pay gap is the percentage difference in average pay between men and women across an organisation, regardless of role or level. It is distinct from equal pay, which is the legal right for men and women to be paid the same for the same or equivalent work. A gender pay gap does not mean women are paid less for the same job, but rather reflects the distribution of men and women across different roles and levels—particularly where there are more men in higher-paying positions or more women in early career roles.
Key Findings from Recent Reports
Our most recent UK Gender Pay Gap Report (2023) highlights both progress and ongoing challenges:
- Gender representation improved to 35.4% in 2023, up from 34.2% in 2022, with nearly 40% of new hires being women.
- Median and mean pay gaps have fluctuated, reflecting a higher proportion of women in early career stages. While this increases the pay gap in the short term, it strengthens our pipeline for future leadership.
- Senior leadership representation of women continues to improve, with more women onboarded at Director and executive levels. In 2022-23, 48% of all promotions were women—a 7% increase from the previous year.
- Bonus pay gap changes are influenced by the introduction of fixed bonuses for junior roles, where women are more highly represented, impacting the average bonus payout.
Our gender pay gap remains within the range seen across the technology and consulting sectors, where industry-wide gaps are typically between 16% and 36%. The UK national median pay gap is 14.9%, while the technology sector continues to face challenges in attracting and retaining women, with only 26% of the workforce being women.
Ongoing Initiatives to Close the Gap
We recognise that closing the gender pay gap requires sustained, systemic change. Our approach is multi-faceted, focusing on both immediate actions and long-term cultural shifts:
1. Building a Diverse Talent Pipeline
- Early Careers Programme: In 2023, 60% of our early career intake were women, and 43% of all hires across all levels were women. We invest in developing this talent into future leaders.
- Inclusive Talent Acquisition: We ensure diverse shortlists, use gender-neutral job adverts, and train hiring managers in inclusive practices.
- Career Returnship (Spring): Our returnship programme supports women re-entering the workforce after a career break, with personalised enablement plans.
2. Talent Development and Sponsorship
- Rise Women Sponsorship Programme: This global initiative supports women leaders, with 54% of women promoted to Director and above having participated in sponsorship or mentorship programmes.
- Next Generation Leadership Team (NGLT): This programme provides high-potential talent, including women, with leadership exposure and development opportunities.
- Business Resource Groups: Groups like VivaWomen!, Embrace, and the PS Women’s Developers Group foster community, mentorship, and professional growth.
3. Family-Friendly and Well-Being Policies
- Enhanced Parental Leave: Since 2021, we offer 26 weeks full pay for maternity, adoption, and shared parental leave, and four weeks for paternity/second parent leave, with a phased return to work.
- Flexible and Hybrid Working: Initiatives like Friday Free@Three and hybrid work arrangements support work-life balance.
- Support for Carers: Through partnerships such as Work+Family, we provide emergency childcare, elder care, and expert advice.
- Menopause Policy and Awareness: We have introduced policies and awareness sessions to support women’s health and well-being at work.
4. Leadership Advocacy and Continuous Listening
- Inclusive Leadership Training: We work with DEI partners to implement inclusive leadership programmes and foster authentic dialogue through safe space conversations, surveys, and audits.
- Transparent Reporting: We hold ourselves accountable through regular gender pay gap reporting and continuous improvement.
Industry Context: Technology and Consulting Sectors
The gender pay gap in technology and consulting is shaped by sector-wide challenges, including underrepresentation of women in senior and technical roles. Publicis Sapient’s performance is in line with industry averages, but we are determined to lead by example through targeted recruitment, development, and retention strategies. Our progress in hiring, promoting, and supporting women at all levels demonstrates our commitment to shifting the industry landscape.
Our DEI Commitments and Recognition
Our DEI ambition is embedded in our core values and strategy. We are proud to have been recognised in the EMEA Vault Consulting Ranking 2023 as #1 in Diversity and Worklife Balance, #2 in Innovation, and #4 in Firm Culture. We continue to strive for a workplace where DEI is not just what we do, but who we are.
Looking Ahead: Our Path Forward
We acknowledge that the journey to gender equity is ongoing and requires collective effort. Our revitalised Gender Equity Plan includes:
- Setting gender representation targets
- Driving gender-balanced shortlists for interviews
- Reviewing and enhancing family-friendly and well-being policies
- Expanding sponsorship and development programmes
We invite all colleagues, clients, and partners to join us in creating a more inclusive, equitable, and just future for all.
Publicis Sapient: Driving responsible digital transformation and workplace equity for a better UK.
For more information or to view our latest Gender Pay Gap Report, please contact our team or visit our London office at Turnmills, 63 Turnmill Street, EC1M 5RR.