Discovery Pays Men 6.7% More Than Women As Factual Giant Publishes UK Gender Pay Report
Discovery is the latest U.S. media conglomerate to report its gender pay statistics in the UK, and t..
Discovery is the latest U.S. media conglomerate to report its gender pay statistics in the UK, and the factual giant found mixed results.
Across its entire UK business, the firm found a 6.7% mean pay gap in favor of men, while within its central Discovery Corporate Services division, the only unit with more than 250 employees and therefore required by government to report, it had a 13.5% mean pay gap in favor of men.
However, when looking at the median figures, which is the difference between the average male salary and female salary, Discovery performs better; across its UK business, women earn 5% more on this basis, while men make 3.3% more within Discovery Corporate Services.
The company also found a bonus gap favoring male staff; 49% on a mean basis and 12% on a median basis. It does, however, directly attribute this to President and CEO of Discovery Networks International JB Perette, who is based in London. It stated that if you take out his bonus, the mean bonus gap falls to 4.8%.
The numbers compare favorably to the national average – mean gap of 17.4% and a median gap of 18.4% – and a number of its UK rivals such as Channel 4, which had a mean gender pay gap of 28.6% and ITV, which had a gap of 16.4%. However, it couldnt compete with Viacom-owned broadcaster Channel 5, which pays women 2.85% more than men on a mean basis.
Discoverys EVP, International, Human Resources Amy Girdwood, said the company was “long believed” in the importance of creating an inclusive and supportive workplace.
“We are pleased, but not surprised, with our results which are significantly smaller than the U.K. average pay gap of 18.4% and dont believe there are any particular areas of concern. However, that doesnt mean we dont have work to do. Ensuring equal opportunities for all and a career and pay framework that is free from bias is something that we must continue to work on as individuals and as an organisation. We will continue to analyse our gender pay data, track trends and take action where needed. We continue to look for new ways to support employees personal and professional development as well as offering a flexible workplace and programmes to help juggle commitments inside and outside the workplace,” she added.
