2022 Diversity and Compensation Report (UK)

Summary

The following is Insider's latest Diversity and Compensation Report (UK). It provides critical data that enables us to track our diversity and equity progress on an annual basis.

The report looks at our UK workforce as of March 2022 as compared to March 2021. Any changes since that time (e.g., new hires, promotions, departures) will not be reflected in this report. (For the sake of simplicity, our compensation data does not weigh such factors as experience and/or area of focus.)

As we've stated, our goal is to work towards progress over time. We know that diversity makes us stronger and better every day. We strive to be innovative and creative in how we attract, support, and develop talent from diverse backgrounds.

This year, for the first time, we partnered with an outside law firm that specializes in DEI, Littler Mendelson, to help us better evaluate our diversity data on a year-over-year basis. Our goal is to provide insights and establish trend lines that will enable us to continue to make progress in our efforts.

Here are key highlights of the report:

• We saw a 5% increase in the overall racial diversity of our workforce.
• The pay gap for female employees grew by a penny.
• The pay gap for BIPOC employees grew by three pence.
• The BIPOC new hire population grew by eight percentage points.

Diversity

Since 2021, gender numbers have remained consistent, with more females than males. No employees in the UK identified as non-binary in 2021 or 2022. In addition, BIPOC representation increased by 5% in the UK.

In the last year, the gender composition of new hires in the UK office remained relatively stable with a 2% decrease in new employees who identify as female.

In the past year, new hires in the UK office have become more diverse, with BIPOC representation increasing by eight percentage points

Compensation

Overall, the pay gap still exists for females and BIPOC employees in the UK office. Female employees are paid 94 pence for each pound earned by male employees, whereas BIPOC employees are paid 84 pence for each pound earned by white employees. Relative gender pay has remained almost unchanged since 2021, while the disparity in race/ethnicity pay has grown 3 pence since the previous year.

How we'll continue to make progress

Over the last year we have begun several initiatives to help us increase our diversity. Among them:

Recruitment

• We expanded where we post our jobs, including postings on job boards that reach a diverse pool of candidates.
• We added a "if you don't check all the boxes you should still apply" line to all job postings.

Training

• We mandated unconscious bias training for all employees.
• We created new trainings, workshops, panels and guides, including conducting a "How to Ensure Diversity in our Sources" workshop.

Expanding our networks

• We sponsored the Journalism Diversity Fund for the second year running, contributing to the funding of bursaries awarded to journalists from diverse backgrounds to complete their NCTJ journalism training.
• We participated in the Journalism Diversity Fund Employer Conference to share best practices and discuss collaboration on industry-wide initiatives to improve diversity in UK newsrooms.
• We hosted two Insider panel events with the Journalism Diversity Fund and NCTJ to provide recipients of the JDF with information about starting a career in journalism.
• We developed a university outreach programme to promote Insider fellowship opportunities to universities across the UK.
• We started the process to join the Business Disability Forum, a membership organisation in disability inclusion, to improve how we support employees in the UK.

Career development

• We started to roll out individual career development discussions to set out next steps for development.
• We promoted internal talent into several senior manager jobs, which helped to increase the diversity in several teams.

New resources

• Our Copy Desk released a new copy hub, which includes an improved section on language around identity.

Methodology

Using self-reported data while maintaining employee anonymity, we aggregate and sort race/ethnicity into three categories across the organization as per our Namely profiles: Asian (Bangladeshi/Indian/Pakistani/Other); Black (African/Caribbean/Other); Chinese; Asian and White; Black African and White; Black Caribbean and White; Other Mixed Ethnic Background are categorised under BIPOC; White; and Undisclosed. We also analyze Female and Non-Binary gender categories together since both are historically underrepresented groups.

Pay Gap: We analyze pay gap by comparing the ratio of earnings across the organization; it is not based on a direct comparison of employees of different genders or races doing the same job. In addition, we have opted to present the data without adjusting for factors such as experience and/or area of focus.