2021
Background
Globalization Partners Limited provides a UK employer of record (EOR) solution for companies engaging talent in the UK.
Globalization Partners Limited’s employees fall int two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Profesionals”) and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “internal employees”).
The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employers analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.
As of the snapshot date of 5 April 2021, Globalization Partners Limited has 272 full pay relevant employees for the purpose of the UK gender pay gap reporting regulations. Of these employees:
- 196 were men;
- 76 were women;
- 8 were internal employees; and
- 264 were Professionals.
This is the first year that Globalization Partners Limited has been required to report gender pay gap figures.
UK law requires that Globalization Partners Limited publishes amalgamated gender pay gap figures across internal employees and Professionals.
However, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:
- Pay for Professionals is set by the relevant customer, not Globalization Partners Limited. Pay philosopies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not Globalization Partners Limited.
- Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.
- Globalization Partners Limited work with customers of various business size and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
- Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
- Globalization Partners Limited employs Professionals who are located all over the Uk and those geographical differences may be reflected in pay as determinated by the relevant customer.
The combinations of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s practices.1
Our annual gender pay gap reports are accesible on our company website and on the UK government’s website.
Gender Pay Gap Figures: All employees
The tables below display the amalgamated figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners Limited, covering internal employees and Professionals.
At the relevant date, there were 272 full pay relevant employees, including both internal employees and Professionals, of whom 196 where men and 76 were women.
Pay for the Professionals is not set by Globalization Partners Limited but by the relevant customer.
| All employees |
As 5 April 2021 |
Mean (average) gender pay using
hourly pay |
34.34% |
| Median gender pay gap using hourly pay |
27.15% |
Mean (average) gender pay gap using
bonus pay |
64.66% |
| Median gender pay using bonus pay |
48.33% |
| Percentage of men receiving a bonus pay |
57.5% |
| Percentage of women receiving a bonus pay |
49.4% |
Pay Quartiles
| Pay Quartile |
Male |
Female |
| Upper |
86.76% |
13.24% |
| Upper Middle |
76.41% |
20.59% |
| Lower Middle |
63.24% |
36.76% |
| Lower |
58.82% |
41.18% |
This report has been reviewed and approved by:
Todd Goffman, Director, Globalization Partners Limited
2022
Background
Globalization Partners Limited provides a UK employer of Record (EOR) solution for companies engaging talent in the UK.
Globalization Partners Limited’s employees fall int two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Profesionals”) and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “internal employees”).
The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employees analyze and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.
As of the snapshot date of 5 April 2022, Globalization Partners Limited has 527 full pay relevant employees for the purposes of the UK gender pay gap reporting regulations. Of these employees:
- 365 were men;
- 162 were women;
- 44 were internal employees; and
- 483 were Professionals
This represents significant growth from the last reporting period, of nearly 94%
This is the second year that Globalization Partners Limited publishes amalgamated gender pay gap figures across internal employees and Professionals.
However, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:
- Pay for Professionals is set by the relevant customer, not by Globalization Partners Limited. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for Professionals align to that of the relevant customer, not Globalization Partners Limited.
- Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonus between sectors.
- Globalization Partners Limited works with customers of various business size and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
- Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
- Globalization Partners Limited employs Professionals who are located all over the UK and those geographical differences may be reflected in pay as determined by the relevant customer.
The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distored view of Globalization Partners Limited’s own pay practices.1
The figures in this report show improvement in several of the gender pay gap metrics, comparing data from 5 April 2021 and 5 April 2022, including:
-
- the proportion of women in the Upper and Upper Middle pay quartiles increased as of 5 April 2022;
- both the median and mean pay gaps based on hourly pay have decreased; and
- the median pay gap based on bonus pay has decreased significantly (from 48.33% to 17.95%) and a higher proportion of women received bonus pay in the 12 months preceding 5 April 2022 than in the 12 months preceding 5 April 2021.
Our annual gender pay gap reports are accessible on our company website and on the UK government’s website.
1Globalization Partners Limited’s’ internal workforce is small in the UK (at the snapshot date, there were 44 full pay relevant employees who were internal employees: 27 men and 17 women) and as such figures for just internal employes have not been included in this report.
Gender Pay Gap Figures
The tables below display (i) the amalgamated figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners Limited as of 5 April 2022; and (ii) the figures at (i) alongside the equivalent figure from the previous reporting period, in each case covering internal employees and Professionals.
On 5 April 2022, there were 527 full pay relevant employees, including both internal employees and Professionals, of whom 365 were men and 162 were women.
Pay for Professionals is not set by Globalization Partners Limited but by the relevant customer.
Gender Pay Gap Statistics: Current Reporting Year
| All Employees |
As of 5 April 2022 |
| Mean (average) gender pay gap using hourly pay |
16.82% |
| Median gender pay gap using hourly pay |
18.95% |
| Mean (average) gender pay gap using bonus pay |
56.68% |
| Median gender pay gap using bonus pay |
17.95% |
| Percentage of men receiving a bonus |
56.99% |
| Percentage of women receiving a bonus |
56.79% |
Pay Quartiles: Current Reporting Year
| Pay Quartile |
Male |
Female |
| Upper |
77.86% |
22.14% |
| Upper Middle |
74.24% |
25.76% |
| Lower Middle |
69.70% |
30.30% |
| Lower |
55.30% |
44.70% |
This report has been reviewed and approved by:
Todd Goffman, Director, Globalization Partners Limited
