Introduction

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

Compensation at Meta 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 do not 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.

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 Meta, we review total compensation data, including base, bonus, and equity, annually and have had pay parity for people globally for many years. 

Our 2022 UK Gender Pay Results

Outlined below are our gender pay results which include all employees employed by Meta in the United Kingdom.

For the year April 2021 to April 2022, we are reporting that:

• We have a  mean hourly pay gap  of 2.8% in 2022
• We have a  median hourly pay gap  of 8.7% in 2022
• We have a  mean bonus pay gap  of 31.4% in 2022
• We have a  median bonus pay gap  of 37.8% in 2022

In addition to our hourly pay and bonus pay gap results, the chart below shows the proportion of women in each pay quartile as well as proportion of women and men receiving a bonus in 2022.

Drivers of our Gender Pay Gap

While our global pay equity analysis ensures that we have no significant pay differences between individuals based on gender (when accounting for role, performance and other factors), the reason for the UK pay gap continues to be imbalanced gender representation. Our engineering organisation in the United Kingdom made up most of our workforce in 2022 and we have more men than women working at Meta in technical roles, particularly senior technical roles.

Our compensation rates are market-based and reflective of the role performed. Rates of compensation, particularly equity compensation (counted in the bonus pay gap), for technical 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. 

What are we doing to close the gap?

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

In 2022, the number of women employees globally rose from 36.7% to 37.1%, the number of women in technical roles increased from 24.8% to 25.8%. Between 2014 when we first publicly reported our representation data and 2022, the number of women in leadership roles has increased from 23.0% to 36.7%. 

Empowering diversity through recruitment

When hiring we use a Diverse Slate Approach - which means ensuring a minimum standard for diversity that sets the expectation that hiring managers will consider candidates from underrepresented backgrounds when interviewing for an open position. We make the candidate interview experience more inclusive with Meta Connections, a program that pairs candidates in the interview process with employees, members of our Meta Resource Groups (MRGs) and allies, that we call ambassadors. We also use a combination of Meta-led initiatives and partnerships to create more equitable opportunities across primary to secondary education, University Recruiting, and Experienced Hires.

We review and assess our Attract strategy to ensure we are focusing on underrepresented people and increasing our presence at women specific conferences, such as the Women in Tech series. Through our External Partnership model we have worked with a number of partners including ColourinTech, Everywoman and BYP (Black Young Professionals). In 2022 we onboarded new partners, She Can Code, Coding Black Females and Tech Ladies. These efforts combine to drive a steady increase in the inclusion of underrepresented candidates, and we have seen increases to female representation at Meta, including in technical roles and in leadership roles.

Ensuring an inclusive workplace

As well as ensuring a diverse workforce, we also need an inclusive workplace. We are actively embedding inclusion into the moments that matter for employees at Meta: onboarding, building community, career development, performance reviews and feedback, learning and training, and product innovation. For example, we have introduced mandatory diversity and inclusion training for managers and inclusion best practices have been integrated into manager onboarding, as well as manager behaviours. We also have a variety of programmes in place to help build a more inclusive environment ranging from a women’s employee resource group and a dedicated Women’s Leadership Day to training 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.

Providing the right benefits

Our benefits are vital to supporting our employees to have balance in their work and personal lives. Over the past years we have introduced or improved: increased maternity/paternity leave, parental leave coaching, support for family building via fertility as well as hybrid and remote working options.

Statutory declaration

I 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 :

Terri-Ann Rowe
HR Director Meta Business Group and Global Operations, EMEA