Gender Pay Gap Transparency at Publicis Sapient: Progress, Challenges, and Commitment in the UK
Our Commitment to Pay Equity and Inclusion
At Publicis Sapient, we believe that a diverse, equitable, and inclusive workplace is essential for innovation, creativity, and long-term business success. Our purpose—to help all our people thrive in the brave pursuit of next—can only be achieved by teams that represent a wide range of backgrounds, experiences, and perspectives. Gender equity is a central pillar of our Diversity, Equity, and Inclusion (DEI) strategy, and we are committed to transparent reporting and continuous improvement in closing the gender pay gap in the UK.
Understanding the Gender Pay Gap vs. Equal Pay
The gender pay gap is the percentage difference in average pay between men and women across an organisation, regardless of role or level. This is distinct from equal pay, which is the legal right for men and women to be paid the same for doing the same or equivalent work. A gender pay gap does not mean women are paid less than men for the same job; rather, it reflects the distribution of men and women across different roles and levels, particularly if more men occupy higher-paying positions. Equal pay has been a legal requirement in the UK since 1970, and Publicis Sapient is fully compliant with this law.
2023 UK Gender Pay Gap Report: Key Data and Trends
Our latest UK Gender Pay Gap Report provides a transparent view of our progress and the challenges we continue to address:
- Gender Representation: In 2023, women made up 35.4% of our UK workforce, up from 34.2% in 2022. Nearly 40% of new hires were women, and 60% of our junior talent are women, reflecting our focus on building a strong pipeline for the future.
- Pay Gap Trends: Our gender and bonus median pay gap has improved over recent years, but in 2023, the gap increased slightly. This is primarily due to a higher proportion of women in early career stages, which, while positive for future leadership, temporarily widens the pay gap as these roles are typically lower paid.
- Leadership Progress: We have increased gender representation at Director and executive levels, onboarding more senior women leaders and promoting 24% more women than the previous year. 48% of all promotions between May 2022 and April 2023 were women, a 7% increase from the previous year.
- Bonus Gap: The introduction of a fixed bonus for junior roles, where women are more highly represented, has impacted the average bonus gap. This is a short-term effect as we work towards a more balanced gender distribution across all levels.
Leadership Perspective
Scott Criddle, Group Vice President, UK Country Lead and EMEA Capacity Lead, shares: “Our DEI ambition is to inspire a sense of belonging, where our people can truly thrive, prosper, and drive positive change that leads to innovation and creativity. The annual Gender Pay Gap Report is a valued opportunity to review the progress we are making against our gender action plans. We are committed to developing an inclusive culture of equity and social justice, so that all our people feel they belong.”
Ongoing Initiatives to Close the Gap
We recognise that closing the gender pay gap requires sustained, systemic change. Our action plan includes:
1. Building a Diverse Talent Pipeline
- Early Careers Programme: 60% of our 2023 early career intake were women, and 43% of all hires across all levels were women. We invest in career development plans to help this cohort grow into future leadership roles.
- Inclusive Hiring: We ensure diverse shortlists, use gender-neutral job adverts, and train hiring managers in inclusive practices.
2. Talent Development and Sponsorship
- Promotion and Leadership Development: Our Next Generation Leadership Team (NGLT) and Rise Women Sponsorship Programme provide high-potential women with leadership exposure, mentorship, and sponsorship. 54% of women promoted to Director and above participated in these or similar programs.
- Business Resource Groups: Groups like VivaWomen!, Embrace, and the PS Women’s Developers Group foster community, skill-building, and visibility for women across the business.
3. Supportive Policies and Well-Being
- Family-Friendly Policies: Enhanced parental leave, phased return to work, and support for carers through partnerships such as Work+Family.
- Well-Being Initiatives: Flexible working, menopause awareness, and mental health support are embedded in our culture.
- Returnship Programme: Our Spring programme supports women returning to work after a career break, with tailored enablement plans.
4. Listening, Leadership Advocacy, and Accountability
- Safe Space Conversations: Regular listening sessions, surveys, and audits inform our strategy and drive leadership accountability.
- Transparent Reporting: We publish annual Gender Pay Gap Reports and maintain open channels for feedback and improvement.
Challenges and the Road Ahead
While we have made progress, challenges remain—particularly the underrepresentation of women in senior roles, which is a sector-wide issue in technology and consulting. The increase in women at junior levels is a positive sign for the future, but it will take time for this to translate into a more balanced gender distribution at senior levels and a reduced pay gap overall. We are committed to addressing these systemic issues through targeted development, sponsorship, and inclusive hiring.
Explore More: Industry Spotlights and Intersectionality
For a deeper understanding of the gender pay gap in our sector and how we support women of diverse backgrounds, explore our:
Our Pledge
Publicis Sapient is on a journey to create a workplace where everyone can thrive. We are proud of our progress, honest about our challenges, and steadfast in our commitment to gender equity. We invite our people, clients, and partners to join us in driving meaningful, lasting change.
Publicis Sapient: Advancing pay equity and inclusion for a better UK.