Today we published our gender pay results for the eighth year, in line with the government’s Gender Pay regulations introduced in April 2017[a].
As required by government regulation for gender pay reporting, more detailed figures from our two main employing entities in the UK have been published. These are Unilever UK Limited, representing our UK specific operations, including factories, and Unilever UK Central Resources Limited, representing our global functions based in the UK and primarily reflecting our central office and research labs.
We’ve also chosen to share overall ‘Unilever in the UK’ data looking at the combination of these reporting entities and our integrated companies in the UK, as this provides a more transparent and representative picture of our UK business and employment landscape.
You can find our full data and an update on our gender strategy, and the actions and policies driving this, in our latest report. Please click here to view:
Unilever UK's 2024 Gender Pay Report (PDF 8.11 MB)
At Unilever in the UK we are committed to fostering an inclusive and equitable workplace where every employee, regardless of their gender or background, feels valued and free to fulfil their potential. We recognise that closing the gender pay gap is essential for ensuring the long-term success of our business. Throughout 2024 we continued to make progress towards our goal of building a company that reflects the diversity of the communities we serve and provides a supportive and empowering place for women to work and build their careers.
Marc Woodward, Head of Unilever UK
At Unilever, we are dedicated to creating an environment where women can thrive and develop their careers. We continue to take proactive steps to ensure Unilever remains one of the best places to work in the UK. In 2024 we launched a return-to-work parental coaching programme, supporting those who have taken a period of family leave to transition back to work. Meanwhile, our Carers Network continues to grow annually, acknowledging the important role our care population take on within the workplace as well as with their loved ones. These initiatives reflect our ongoing dedication to fostering a workplace where everyone can thrive and bring their authentic self to work
Katherine Simpson, Executive sponsor of Unilever UK & Ireland Gender Network and Commercial and Strategy Director, Unilever UK
We know that there are a range of issues that can contribute to persistent gender pay gaps. Challenging and changing stereotypes and creating an environment where everyone can thrive continues to be one of our key priorities. Some of our longest-running programmes have focused on leadership and gender balance, enabling us to have maintained gender balance at management level in the UK since 2017.
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.