Facebook UK Gender Pay Gap Report: April 2019

Introduction

Diversity and inclusion are core to everything we do at Facebook, we know diverse and inclusive teams build better products and make better decisions. We’re committed to creating  a workforce that reflects the communities and 2.9 billion people we serve.

Gender pay is a measure of the average pay for men and women irrespective of their roles.  This is different to equal pay for doing the same roles. At Facebook we review total compensation data, including base, bonus and equity, annually and have had pay parity for men and women globally for many years.

Compensation at Facebook is made up of base salary, cash bonus or commission, and equity in the company. We work hard to avoid unconscious bias affecting how much people get paid. Managers don't make decisions about compensation increases - instead we use a formulaic approach that determines pay based on the market rate for the role, location, level plus performance assessment.

Our Gender Pay Results

In April 2019, Facebook's UK mean gender pay gap is 5.0% and median gender pay gap is 12.3%. This compares with the 2019 Office of National Statistics UK national mean of 16.2% and national median of 17.3%. Average bonuses for women at Facebook were 44.3% lower than men and 38.8% lower at the median.

The reason for our pay gap continues to be unequal representation. We have more men than women working at Facebook in technical roles, particularly senior technical roles. In April 2019, our engineering organisation in London also made up the majority of our London workforce. Rates of compensation, particularly equity compensation (counted in the bonus pay gap), for these skills are higher than non- technical roles due to an extremely competitive talent market. The pool of this talent, particularly for more senior positions, continues to be predominantly male.

There is no quick fix to the representation issue. This is a challenge faced by all companies in Tech and by many companies in all industries. We recognise that this is a journey, one we are fully committed to and believe the actions we are taking now are, and will continue to have impact on improving the diversity of our workforce.

Facebook 2018/19 results

In preparing our report for 2019, we made some improvements to our methodology to ensure greater accuracy of data sources. To enable full comparability from year-to-year, we have restated our 2018 reported numbers using the revised methodology in this report. This has resulted in a change to the mean pay gap and the comparisons we show in this report reflect the 2018 restated figure.

 How we are addressing representation

We began reporting global diversity data in 2014. We have made good progress increasing the number of females and other traditionally underrepresented groups employed at Facebook since then, but we recognise that we need to do more.

Since our last report, female representation has increased in the UK, in leadership and in technical roles. In 2017/18 our team in London was 69% male and 31% female and in 2018/19 this had moved to 67% male and 33% female.

In 2019, the number of women employees globally rose from 36.3% to 36.9% and the number of women in technical roles increased from 21.6% to 23%. Since 2014, the number of women in leadership roles has increased from 23% to 32.6%. Our vision is that in the next 5 years 50% of our global workforce will be women and underrepresented groups.

The greatest opportunity for impacting diversity is our hiring.  We use a Diverse Slate Approach - which means ensuring a minimum standard for diversity on interview panels -  to make sure we are connecting to as broad a candidate base as possible, and also make sure our interviewers are representative of the workforce we're seeking to attract. We also use a combination of Facebook-led initiatives and partnerships to create more equitable opportunities across primary to secondary education, University Recruiting, and Experienced Hires.

We review and assess our event strategy to ensure we are inclusive to diversity, and increase presence at women specific conferences such as the Women in Tech series. Last year we established an External Partnership model comprising three flagship partnerships; ColourinTech, Everywoman and BYP (Black Young Professionals). All of these programmes result in a steady increase in the hiring rates of diverse candidates and we have seen increases to female representation at Facebook, including in technical roles and in leadership roles.

As well as ensuring a diverse workforce, we also need an inclusive workplace. Since our last report, we’ve identified and are actively integrating inclusion into the moments that matter for employees at Facebook: onboarding, building community, career development, performance reviews & feedback, learning & training, and product innovation. For example, we have introduced required diversity and inclusion training for managers, inclusion best practices have been integrated into manager onboarding, as well as manager behaviors. We also have a variety of programmes in place to reduce bias and build a more inclusive environment ranging from a women’s employee resource group and a dedicated Women’s Leadership Day to trainings and immersive experiences for all employees.

Diversity is critical to our success as a company. We have more to do across the board but we are committed to increasing the representation of women and other underrepresented groups, at all levels and in all areas of our business.

Statutory declaration

We confirm that the information and data in this report are accurate and in line with the requirements of the Gender Pay Gap Reporting Regulations.

 

Signed by :

Elizabeth Runham,
Senior Director
International HR

David Kling,
Director