Dyson UK Gender Pay Gap Report, 2019.

In 2017 the Gender Pay Gap Reporting Regulations were implemented in the UK. All companies with 250 or more employees must publish details of their gender pay and bonus gap from a snapshot date. Dyson’s 2019 figures are based on the snapshot date of 5 April 2019.

The “gender pay gap” is the difference between the average hourly rate of pay between male employees and female employees. This is shown as a percentage of the average hourly pay of male employees. It is important to note that gender pay is not the same as equal pay. Equal pay is about men and women receiving equal pay for carrying out the same or similar roles or ‘work of equal value’.

This will be the third consecutive year that Dyson has published statistics for Dyson Technology Ltd and Dyson Ltd. Dyson Technology Limited contains our engineering, technology, commercial and group functions, whereas Dyson Limited is the legal entity aligned to our GB market.

Our 2019 figures are very similar to our 2018 and 2017 figures and we continue to compare favourably to the UK national average (17.3%).

Engineering remains a male dominated industry, and engineers make up a significant proportion of Dyson’s UK workforce. We continue to seek to attract more women across all levels of our organisation, we are focused in particular on encouraging more women into engineering careers through the work of both the James Dyson Foundation and the Dyson Institute of Engineering and Technology. In 2019 33% of our undergraduate intake at the Dyson Institute was female. This far exceeds the national average of 19% female students in higher education studying Engineering.

In April 2019 Dyson recruited its first Chief People Officer. The new role is responsible for diversity across the business and the wider programme of investment to improve the Dyson people experience both in the UK and globally. We are working on initiatives that we hope will support diversity and narrow the gender pay gap over coming years.

Like many organisations in the UK, Dyson’s gender pay gap is largely influenced by the number of men holding senior positions within the organisation.

Dyson is taking steps to adopt more inclusive working practices which over time will support both women and men in securing opportunities at all levels within the organisation. There are also a number of company and employee led initiatives in place aimed at supporting both men and women in their development and progression at Dyson.

The graphs below show the portion of men and women in each pay quartile. The gender pay gap in Dyson Ltd and Dyson Technology exists because of the male and female distribution across the two companies, this is because we have a greater proportion of women in lower paid roles. Not because men and women are paid unequally for doing the same work.

Dyson Technology Ltd

The distribution of women across the four pay quartiles is comparable to 2018. However, overall Dyson has increased the proportion of women employed within Dyson Technology by over 6%. If this trend continues overtime it will impact the proportion of women in the upper three quartiles.

Dyson Ltd

The lower and lower middle quartiles remain similar to 2018, however there is a more even distribution of women in the upper middle and upper quartile in 2019, the upper quartile has improved from 23.3% in 2018 to 33.8% in 2019 indicating an increase in women in more highly paid positions within Dyson Ltd.

“I confirm that the information contained in this report is accurate as at 5 April 2019."