Each year we publish Gender Pay Gap statistics for Dyson Technology Ltd (our engineering, technology, commercial and group functions) and Dyson Ltd (the legal entity aligned to our GB market). Our Dyson UK company figures for 2022 are based on a single snapshot date of 5 April 2022 and compared with the same date in previous years.

Since Dyson began reporting its Gender Pay Gap in the UK we have seen continued year on year improvement for our Engineering and Group Functions organisation, Dyson Technology Ltd, from a median of 16.7% in 2017 to 10.7% in 2022. This is more favourable than the 21.9%* figure reported by the Office for National Statistics (ONS) for other Engineering and Related Technical Consultancy.

Since 2017, figures for our UK retail business have also improved, in 2022 the median difference was -0.6% (vs 9.8% in 2017). This is also more favourable than the 10.6%* reported by ONS for comparable Retailers.

The pie charts show the proportion of men and women in each pay quartile. The gender pay gap for Dyson Technology Ltd is attributed to the higher proportion of men in the top two quartiles, not because men and women are paid unequally for doing the same work. For Dyson Technology Ltd, the proportion of women in the ‘upper quartile’ has improved by over 2%, which highlights that overall pay positioning has improved and we have more women in senior roles. The proportion of women in the lower and middle quartiles has slightly decreased as we see more women moving through the business into the higher paid roles.

For Dyson Ltd, the 2022 headcount for Dyson Ltd is made up of 44% women and 56% men. We find that the split among the quartiles is broadly balanced and the proportions of women and men in the upper quartiles aligns particularly well to the proportion of women and men in the total headcount.

The gender pay gap is the difference between the hourly rate of pay between male and female employees. This is shown as a percentage of the average hourly pay of male employees. Gender pay is not the same as equal pay – men and women receiving equal pay for carrying out roles that are the same, similar or of equal value. Gender Pay Gap Reporting Regulations were implemented in the UK in 2017 – all companies with 250+ employees are required to publish details of their gender pay gap and bonus gap from a snapshot date (Dyson reports on 5 April).

In 2022 we introduced and continue to train our people leaders to ‘manage inclusion’ – improving their people and leadership capacities in Diversity, Inclusion and Belonging. We also continue to develop and introduce dashboards to track our progress.

For the last 15 years – through the James Dyson Foundation – we have been encouraging more women to study STEM subjects and pursue careers in engineering. It is part of our long-term commitment to make sustainable changes rather than simply target small year-on-year increases in our company employment figures. We opened The Dyson Institute of Engineering and Technology in 2017 and are delighted that have more than double the national average of female engineers across all years of study.

When attracting new talent, we review our job advertisements to make sure they use gender neutral language and offer a competitive UK benefits package which appeals to a wide range of candidates and includes; enhanced maternity pay, assisted fertility support through our private medial insurer, free access to Peppy (a health app supporting menopause, fertility, male health and female health), and 20 days of emergency backup care for children and adult/elder dependants.

Whilst we are pleased with our progress against these long-term goals, the shorter-term improvements in our figures, and being slightly in front of our peers, we are determined to do more to see real change across our global company and our UK figures that have consistently improved since 2017.

We are fully committed to promoting a sense of belonging at Dyson, by bringing diversity and inclusion to the forefront.