Ecorys Salary Bands
The following information describes the proportion of men and women in each quarter of Ecorys' payroll:
61% men Top quarter 39% women
30% men Upper Middle 70% women
22% men Lower Middle 78% women
27% men Upper Middle 73% women
Ecorys’ employee base consists of 34% men and 66% women. At the lower three quartiles there is a higher percentage of women than men. However, the proportion of women in the top quartile is significantly lower than men, when compared with the other quartiles. Therefore, women are under-represented in the top quartile. This reason accounts for the gender difference between pay and bonus figures.
Explanation of the Figures: Pay
Women’s hourly rate is lower by: 30% (mean), 19% (median)
The data shows a discrepancy between men and women’s average and median hourly pay rate, in favour of men. Ecorys has conducted internal analysis across salary bands, which shows that average salaries for males and females are very similar, with a women’s average salary in most salary bands being slightly higher. The higher proportion of men in the top quartile determines the difference in average and median salaries between genders.
Explanation of the Figures: Bonus
Who received a bonus: 86% (men), 77% (women)
All employees receive a bonus and for new starters, this is paid after the probation period has been completed. At the snapshot date Ecorys had a higher proportion of women in their probation period and therefore a higher number of women received their bonus after the snapshot date.
Women’s bonus pay is lower by 52% (mean), 45% (median)
Ecorys’ bonus system is based on a percentage of salary and is applied equally across all employees. Higher salary bands attract a higher bonus percentage and therefore, the lower bonus pay figure for women is a reflection of the underrepresentation of women in the top quartile.
Action Plan for Next 12 Months
Ecorys is working to improve the gender balance in the top quartile through the following initiatives over the next 12 months:
Ecorys is also undertaking initiatives in the following areas, which are expected to
improve the gender balance in the top quartile: