Charles River Laboratories Edinburgh Limited

United Kingdom · 1000-4999 · www.criver.com/sites/default/files/noindex/corporate/cr-2023-gender-pay-report-edinburgh.pdf

Reporting year: 2024

Mean pay gap

9.4%

9.4%in favour of men

Median pay gap

2.6%

2.6%in favour of men

Bonus gap

69%

69%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

56%

44%

Upper middle

51%

49%

Lower middle

60%

40%

Lower (lowest paid)

61%

39%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

10.2%

10.2%in favour of men

Median pay gap

4.1%

4.1%in favour of men

Bonus gap

71.6%

71.6%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

49%

51%

Upper middle

54%

46%

Lower middle

57%

43%

Lower (lowest paid)

65%

35%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

13.6%

13.6%in favour of men

Median pay gap

3.6%

3.6%in favour of men

Bonus gap

69.2%

69.2%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

47%

53%

Upper middle

59%

41%

Lower middle

57%

43%

Lower (lowest paid)

60%

40%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

13%

13%in favour of men

Median pay gap

2%in favour of men

Bonus gap

87%

87%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

45%

55%

Upper middle

65%

35%

Lower middle

62%

38%

Lower (lowest paid)

54%

46%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap

14%

14%in favour of men

Median pay gap

0%no gap

Bonus gap

89%

89%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

54%

46%

Upper middle

33%

67%

Lower middle

41%

59%

Lower (lowest paid)

48%

52%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

17%

17%in favour of men

Median pay gap

5.2%

5.2%in favour of men

Bonus gap

69.6%

69.6%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

43%

57%

Upper middle

63%

37%

Lower middle

60%

40%

Lower (lowest paid)

60%

40%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

19.1%

19.1%in favour of men

Median pay gap

6.8%

6.8%in favour of men

Bonus gap

68.9%

68.9%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

42%

58%

Upper middle

63%

37%

Lower middle

64%

36%

Lower (lowest paid)

59%

41%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

15.5%

15.5%in favour of men

Median pay gap

7.5%

7.5%in favour of men

Bonus gap

69.2%

69.2%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

42%

58%

Upper middle

64%

36%

Lower middle

60%

40%

Lower (lowest paid)

60%

40%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service