E Realisations 2020 Limited

United Kingdom · 500-999 · www.everest.co.uk/globalassets/everest/company-policies/gender-pay-gap/gender-pay-gap-policy.pdf

Reporting year: 2019

Mean pay gap

26%

26%in favour of men

Median pay gap

27%

27%in favour of men

Bonus gap

87%

87%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

13%

87%

Upper middle

22%

78%

Lower middle

35%

65%

Lower (lowest paid)

51%

49%

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

30%

30%in favour of men

Median pay gap

29%

29%in favour of men

Bonus gap

70%

70%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

15%

85%

Upper middle

13%

87%

Lower middle

26%

74%

Lower (lowest paid)

61%

39%

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

34%

34%in favour of men

Median pay gap

26%

26%in favour of men

Bonus gap

72%

72%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

14%

86%

Upper middle

12%

88%

Lower middle

17%

83%

Lower (lowest paid)

64%

36%

women men

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

Source: UK Gender Pay Gap Service