Gender Pay Gap legislation, introduced in April 2017 requires all employers with 250 or more employees to publish their gender pay gap.
Employers are required to report on six key metrics:
- The difference in the mean pay of full pay men and women, expressed as a percentage
- The difference in the median pay of full pay men and women, expressed as a percentage
- The difference in mean bonus pay of men and women, expressed as a percentage
- The difference in median bonus pay of men and women, expressed as a percentage
- The proportion of men and women who received bonus pay; and
- The proportion of full-pay men and women in each of four quartile pay bands
A word from our Director
This 'snapshot date' for gender pay gap reporting is 5 April 2020. This is to confirm that the Gender Pay Gap numbers reported below are accurate and correct.
Jens Appelkvist
Director
Equality at EF Language Schools Ltd
3% - Avg. Mean that Women’s pay is lower by
3% - Avg. Median that Women's pay is lower by
319% - Avg. Mean that Women's bonus pay is higher by
68% - Avg. Median that Women's bonus pay is higher by
7% - Percentage of Male employees receiving a bonus
13% - Percentage of Female employees receiving a bonus
Women currently make up over 50% of our global workforce with 47% of upper quartile positions and 55% of upper middle quartile positions being held by women.
In the lower middle quartile the employment split is 45% of jobs being held by men whilst women hold 55% of positions; and in the lower quartile, 49% are occupied by men, with women retaining 51% of roles.