- Median pay for Unilever in the UK is 2.4% in favour of women
- Median pay for Unilever UK Limited (UK specific operations, including factories) is 2.1% in favour of women
- Median pay for Unilever UK Central Resources Limited (global functions based in the UK) is 14.0% in favour of men
Unilever in the UK has today published its gender pay gap results for the fourth year in line with the government’s Gender Pay Gap regulations introduced in April 2017*.
As required by government regulation for gender pay reporting, in addition to reporting data for Unilever’s total UK workforce, more detailed figures from the company’s two main employing entities in the UK have also been published. These are Unilever UK Limited, representing its UK specific operations, including factories, and Unilever UK Central Resources Limited, representing its global functions based in the UK. This breakdown gives a more detailed representation of the company's gender demographics.
You can read the full report and data here – Unilever UK’s 2020 gender pay gap report
For a business committed to sustainable growth alongside having a positive social impact, building a gender balanced workforce is essential. We’ve made significant progress over many years through commitments to women, and by tackling bias and discrimination to build a fair and inclusive workplace.
In the UK we achieved gender balance in management positions in 2017. However, there is more to do to, particularly at senior management level where women are still under-represented.
Through our Equity, Diversity and Inclusion strategy, of which gender is one element, we’re removing barriers and bias in recruitment and retention, establishing leadership accountability for supporting employees to excel in their roles, and aiming to achieve a workforce that is fundamentally representative of the communities we operate in.
Notes to editors
*Under UK government regulation introduced in April 2017, companies with over 250 employees are required to make and publish six calculations, including gender pay gap as a mean and median, the mean and median bonus gap, and the proportion of males and females divided into four groups from lowest to highest pay.
Businesses are obliged to report this data separately for each legal entity that has at least 250 employees. In addition to publishing overall data for our UK business, Unilever has therefore also published separate data for its two major UK employing entities - Unilever UK Ltd and Unilever UK Central Resources Ltd.