Dyson UK Gender Pay Gap Report, 2020.

Dyson’s 2020 figures have seen improvements from previous years, and we continue to compare favourably to the 2020 UK national average (15.5%). Dyson’s previous Gender Pay Gap Reports can be read here: 2019, 2018 and 2017.

Dyson increased the proportion of women employed by 6.8% from the prior year. This combined with internal initiatives has led to an improved distribution of women through seniority levels, with an increase of 20% more women in these roles. 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 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 2020, the total population of The Dyson Institute is 150 Undergraduates and 33% identified as female, compared to the average 21% of females on UK engineering undergraduate courses.

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.

Due to the success of gender pay reporting in the UK, and the awareness it brings to all areas of our business, we are now looking at implementing a similar process across other countries that Dyson operate from in the hope we can continue to make progress not just locally but globally.

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 is the fourth 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. Dyson’s 2020 figures are based on the snapshot date of 5 April 2020.

Like many organisations in the UK, Dyson Technology Ltd’s gender pay gap is largely influenced by the number of men holding senior positions within the organisation. Within Dyson Ltd, 50% of the senior leadership team are women. The pay gap is attributed to a slightly higher proportion of women in lower paid roles within the organisation.

In 2019 Dyson Technology Ltd reported a mean gap of 16.9% this has reduced to 13.9% in 2020. In 2019 Dyson Ltd reported a mean gap of 12.8% this has reduced to 7.4% in 2020. Similar improvements have also been made on the Medians.

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 Ltd

The lower quartile has improved from 42.9% men in 2019 to an even 50% in 2020 highlighting a more even distribution of men and women in lower paid roles and a likely contributing factor to the narrowing of the pay gap within Dyson Ltd.

Dyson Technology Ltd

Dyson has increased the proportion of women employed within Dyson Technology by over 11%. However, the distribution of women across the four pay quartiles is comparable to 2019. There has been an improvement in the upper middle quartile which has increased from 18.6% to 24.8%.