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Shire  Global

Better Health, Brighter Future

UK Gender Pay Gap Disclosure

What is the Gender Pay Gap?
The gender pay gap is an equality measure that shows the difference in average earnings between women and men. The gender pay gap does not show differences in pay for comparable jobs.

Diversity, inclusion and gender equality are subjects we take very seriously at Shire. We think of this as the power of our collective differences.  New ideas, new innovations, new ways of thinking are what will fuel Shire’s future.  The benefits we bring to the patients we support and society as a whole stem directly from the diverse experiences, ideas and perspectives within our workforce.  For this reason, we strive to foster a respectful and inclusive working culture that values collective differences.

Equality legislation has recently come into force in the UK requiring companies with 250 or more employees in a single legal entity to report on its gender pay gap. Since no single Shire legal entity meets the legal criteria for disclosure, Shire is voluntarily disclosing this data for its approximately 300 employees in the UK.

The following calculations, formulated in accordance with the methodology of the legislation, show the difference between the average earnings of male and female employees. 

Hourly pay and bonus difference between women and men 

Shire employees across all entities in the UK (Shire UK) at 5 April 2017

Median gender hourly pay gap
On average men earn 27.3% more than women
Mean gender hourly pay gap
On average men earn 26.6% more than women
Median gender bonus pay gap
On average men earn 48.5% more than women
Mean gender bonus pay gap
On average men earn 52.9% more than women

Shire UK’s gender pay gap based on hourly rates of pay, by median average is 27.3% and by mean average is 26.6%.  This represents the difference between the average hourly pay of all women compared to all men as at the applicable snapshot date, 5 April 2017. 

Shire UK’s gender pay gap based on bonus pay, by median average, is 48.5% and by mean average is 52.9%.  This represents the difference between the average bonus pay for all women compared to all men in the 12 month period leading up to 5 April 2017.
These figures are irrespective of employee roles or levels in the organisation, expressed as a percentage of male average pay.

Proportion of UK employees receiving a bonus

In 12 months preceding 5 April 2017

Proportion of male UK employees receiving a bonus89.4%
Proportion of female UK employees receiving a bonus77.5%

Pay quartiles

All Shire employees in the UK at 5 April 2017

Upper quartile36.5%63.5%
Upper middle quartile46.7%53.3%
Lower middle quartile55.6%44.4%
Lower quartile74.7%25.3%
Total UK employee population55.8%44.2%

The table above shows the gender distribution across four equally divided hourly pay quartiles, each containing approximately 75 employees.

Within the lower quartile approximately 75% of employees are women and 25% men. Women are less well represented than men in the upper quartile due to proportionally more men being in senior, in particular, executive roles.


Evaluation of Shire UK’s gender pay data indicates that the differences shown in these figures are due to proportionately more men in higher paid, senior roles across the UK organisation, particularly at the executive level.  When we look at the pay between men and women at the same job level, differences do not exceed 8% at any individual job level, and at several job levels, women are paid higher on average than men.  We do recognise however that there is further work left to do given that the number of women in executive level jobs trails that of men.  There are a number of actions that we are taking to address this issue.

Taking action

Shire is a global company with more than 23,000 employees in over 60 countries, of which approximately 300 employees are in the UK. Our efforts relating to gender equality are focused at the global level. One key area of focus is how we will realise our commitment to promote women into management and leadership roles. Several ways we are doing this are:

  • Ensuring we have a talent acquisition system in place with controls for creating fair hiring practices
  • Offering competitive pay and benefits, as well as family leave to support working parents
  • Targeting leadership development opportunities to women
  • Implementing coaching, sponsorship and mentoring programs to support female leaders in reaching their full potential at Shire
  • Offering flexible working arrangements
  • Encouraging participation in Shire’s internal Business Resource group focused on Women@Shire

We see diversity and gender equality as key drivers to our success in how we enable people with life altering conditions to lead better lives.

Job number: C-ANPROM/UK//1080, Date of Prep: Feb 2018



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