- Median pay for Unilever in the UK is 2.7% in favour of women
- Median pay for Unilever UK Limited (UK specific operations, including factories) is 4.4% in favour of women
- Median pay for Unilever UK Central Resources Limited (global functions based in the UK) is 14.4% in favour of men
Unilever in the UK has today published its gender pay gap results for the third year in line with the government’s Gender Pay Gap regulations introduced in April 2017*.
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.
We’ve also chosen to share our ‘Unilever in the UK’ data which looks at the combination of data from these reporting entities and members of Unilever’s executive team based in the UK.
Sebastian Munden, General Manager at Unilever UK and Ireland said: “From our entry level roles, to our senior positions and everything in between, we’re committed to driving gender equality across our business. By creating a truly diverse and inclusive business, one which reflects the people and communities that use our products, we make better business decisions and unlock our full potential.
We’ve made further progress this year towards closing our pay gaps, however, we know we need to do more to improve representation. We achieved gender equality at managerial level a few years ago, but we must maintain momentum and strive for balance throughout our business by ensuring equal recruitment and progression opportunities for all.”
In the process of compiling our latest gender pay report, we found some unexpected changes in our data. As a result, we have carried out a complete audit of our reports and, unfortunately, identified errors in the data we previously published. These have now been corrected and, to ensure full transparency, we’ve updated this data on the government website and re-published both reports on our website.
The correction to our overall ‘Unilever in the UK’ data, which paints the full picture of gender pay across our whole organisation, has had minimal impact. However, this has more significantly affected the data we reported for our two entities beneath that.
As this is a fairly new reporting requirement, taking action to correct our data, being transparent with any errors that may have occurred and learning from the process is an absolute priority for us. We have conducted an audit to understand why our previous data was inaccurate and are confident that we have now identified the issues.
Please click here for more information on diversity and inclusion in the UK and Ireland business and to find our corrected 2017 and corrected 2018 reports.
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.