Gender pay gap numbers at a glance
About Gartner
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With nearly 16,000 associates, we’re a people business, powered by independent analysis and unmatched depth and breadth of expertise.
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visit gartner.com.
Robin Kranich
Executive Vice President,
Human Resources
Gartner
Gartner U.K. Gender Pay Gap Report 2020
Fostering an inclusive culture
We are committed to improving the resources and support necessary to ensure all associates feel welcome and able to thrive at Gartner.
Our employee resource groups (ERGs) are instrumental in informing corporate DEI initiatives, supporting leadership development, hosting events and influencing benefits/policies while raising awareness of issues facing the associates they represent.
The Women at Gartner ERG focuses on contributing to the attraction, retention and development of professional women at Gartner. In 2020, its initiatives included piloting Gartner CREW, an 8-week female-driven mentorship program providing participants with guidance, insight and advice as they navigate their careers. The first cohort included 123 participants from a variety of backgrounds, tenures, business units and geographies.
In the U.K., we hosted several successful events to drive more engagement among all genders, including events focusing on the role of male allies, professional development and giving back to the community.
Growing with Gartner
We embrace a culture of performance and strive to provide advancement opportunities to our associates. Slightly more than 25% of our female associates
in the U.K. were promoted during the year, and the rate of promotion was commensurate to, and in some cases, slightly higher than men at all levels
within the company.
During the year, our overall gender diversity also improved due to our hiring.
42% of new hires were female, compared to our overall associate population
being 41% female.
At a global level, we added two women to our executive leadership team (which
we call our Operating Committee); therefore, three of our most senior positions are held by women.
Our commitment to continuously improve diversity, equity and inclusion across all aspects of
our business
Gartner is a global company with nearly 16,000 associates serving clients in more than 90 countries around the world.
Our associates represent more than 80 self-identified nationalities and work in 39 different countries. At the heart of our culture and sustained success is our ability to embrace diversity and foster inclusion.
We remain resolutely committed to improving diversity, equity and inclusion (DEI) at Gartner. To make meaningful progress in this area during 2020, we established
a DEI Center of Excellence, added more support for our employee-led resource groups and tripled our investments in this important aspect of our culture. We know there’s always more work to be done.
Our commitment to improving DEI includes closing the gender pay gap over time. As we grow, we will continue to develop and support women in leadership and embrace every opportunity to become a better, stronger organization. We can confirm the data reported is accurate.
Our continued commitment
Building the right foundation
We have implemented a governing model to sustain our journey by mobilizing our people, our communities and our clients.
In 2020, we established our DEI Center of Excellence, reporting directly to our Chief Human Resources Officer, to establish goals and key metrics to drive greater transparency and accountability. Gartner’s strategic DEI objectives are to create a more inclusive culture and to increase the representation of women and Black, Asian and minority ethnic (BAME) associates in leadership.
We also established our Executive DEI Council consisting of our CEO, Chief Human Resources Officer, CFO, General Counsel, Head of Diversity, Equity and Inclusion, Head of DEI Research within our Gartner HR research practice, and other selected leaders to drive DEI as an imperative at all levels of the organization.
Attracting top talent
Building on the talent acquisition processes we put in place in 2019, in 2020
we formalized our diversity hiring efforts by developing the Gartner DEI Talent Acquisition Council. With representation from recruiters globally, the council is responsible for testing, piloting and pushing forward new initiatives to improve
our diversity practices throughout recruiting.
In 2020, we hosted several DEI-focused recruiting events and partnered with organizations like Black Young Professionals, WomenHack, The Global Alliance in Management Education and diversityjobs.com/wehirewomen.com to ensure we attract a diverse candidate pool.
At Gartner, men and women in equivalent roles with similar performance are paid equally. This is at the core of our pay-for-performance strategy. However, we do have a gender pay gap driven by a disproportionate number of men in senior, higher-paying roles.
Consistent with our values and ongoing commitment to DEI, we will close the gender pay gap over time. Increasing the number of women in leadership roles is critical in this effort. Addressing this disparity benefits Gartner, women and society as a whole.
Our approach to pay
DRAFT
As a result of our actions, we continue making progress in narrowing our U.K. gender pay gap and have seen a reduction across our mean gender pay and gender bonus pay gap year over year. As of 2020, Gartner’s mean gender pay gap narrowed 2.0%, and mean gender bonus pay gap narrowed 4.0% on the prior year. Additionally, representation of females in the upper pay quartiles increased 2%.
Overview
These figures show the difference between the hourly pay of all male and female employees, in all roles, expressed relative to male employees’ pay.
Gender pay gap
This shows the split of men and women in each quarter of our workforce when ordered by pay.
Distribution across pay quartiles
We continue to work on a range of key initiatives to increase the number of women in leadership roles and, as this improves over time, close the gender pay gap.
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