About Gartner
Gartner, Inc. (NYSE: IT) is the world’s leading research and advisory company and a member of the S&P 500. We equip business leaders with indispensable insights, advice and tools to achieve their mission-critical priorities today and build the successful organizations of tomorrow.
Our unmatched combination of expert-led, practitioner-sourced and data-driven research steers clients toward the right decisions on the issues that matter most. We are a trusted advisor and an objective resource for more than 14,000 enterprises in more than 100 countries — across all major functions, in every industry and enterprise size.
With nearly 17,000 associates, we’re a people business, powered by independent analysis and unmatched depth and breadth of expertise.
To learn more about how we help decision makers fuel the future of business,
visit gartner.com.
Robin Kranich
Executive Vice President,
Chief Human
Resources Officer
Gartner
Gartner U.K. Gender Pay Gap Report 2021
Fostering an inclusive culture
We are committed to cultivating a culture of inclusion at Gartner, where
all associates feel respected, supported and valued.
Our ERGs provide safe spaces for associates and are instrumental in progressing DEI initiatives at Gartner. Our six ERGs raise awareness of the needs of underrepresented populations, support leadership development, host events and influence benefits and policies to help build inclusion. In 2021, 27% of Gartner associates were engaged in at least one ERG.
The Women at Gartner ERG focuses on the attraction, retention and development of women at Gartner. In 2021, Gartner executed a global roll out of the CREW program, an 8-week networking and peer-to-peer learning experience that was originally developed by Women at Gartner. Open to associates across all business units, the program aims to broaden perspectives, increase networking opportunities and fuel professional development.
In the U.K., Women at Gartner pioneered several other initiatives in 2021. They included workshops to increase awareness about recognizing and responding to microaggressions in the workplace and a “Real Talk” on Female Safety. Gartner Real Talks are facilitated sessions for associates across geographies to participate in frank discussions on a range of DEI issues.
In 2021, we also introduced a new dedicated menopause support service in the U.K. via our healthcare provider — this is an addition to our existing range of health and well-being benefits, which include programs specific to women’s health.
Attracting top talent
Attracting top talent to Gartner is critical to the continuation of Gartner’s long-term growth.
Focusing on high-impact activities within the three pillars of our DEI strategic framework will help us diversify our candidate pools.
To lead our efforts in attracting and hiring associates from underrepresented groups, including women, Gartner appointed a Vice President, Talent Acquisition DEI in 2021. In partnership with the DEI COE, the Talent Acquisition DEI team is assessing hiring processes, reviewing talent sources and identifying new partnerships. We have continued to see a year-over-year increase in the proportion of women hired by Gartner.
In 2021, we hosted several DEI-focused recruiting and networking events and partnered with organizations like Black Young Professionals, WomenHack and DiversityJobs.com to ensure we were connecting with and attracting candidates from underrepresented groups. Gartner was also recognized in 2021 with “Internship Provider of the Year” and “Outstanding Employer Contribution” awards from the St. Mary’s University Be SMART Project. As a Be SMART corporate sponsor, Gartner provided nine Black, Asian and minority ethnic (BAME) university students in the U.K. with mentorship, career guidance and meaningful work.
Together as One: Our commitment to a culture of diversity, equity
and inclusion
Gartner is a vibrant, multicultural global company serving more than 15,000 client enterprises in more than 100 countries. Our nearly 17,000 associates worldwide represent more than 80 self-identified nationalities working in 39 countries. In the U.K. specifically, Gartner’s more than 1,600 associates represent 63 nationalities. Having a culture of diversity, equity and inclusion (DEI) for these associates is essential to our sustained success.
We support our award-winning culture through multifaceted programs and initiatives that empower all associates to achieve their full potential. To ensure that our culture scales as we grow, we embed DEI practices into our talent acquisition and development processes. We teach our leaders to foster a sense of belonging at every level of the organization, and we leverage Employee Resource Groups (ERGs) to ensure we’re offering the right support to our diverse communities.
In 2021, we made targeted investments to deepen our commitment to our culture. Some of these investments included:
Overview
We are making progress toward narrowing our U.K. gender pay gap, with year-over-year reductions in both our mean and median gender pay gap, as well as in our gender bonus pay gap. In 2021, Gartner’s mean and median gender pay gaps declined by 0.5 percentage points and by 4.3 percentage points, respectively, and the mean and median gender bonus pay gaps decreased by 2.8 percentage points and by 1.1 percentage points, respectively. Based on performance, 100% of women associates in the U.K. received a bonus, an improvement of 2 percentage points
from 2020.
Related to our efforts to cultivate equity in our leadership ranks, we are seeing the most progress in hiring or promoting women into upper middle management roles.
Building the right foundation
Dedicated and passionate associates around the world work together to achieve our vision and enact our strategic framework. The DEI COE supports Gartner’s ERGs and business units via a matrix of councils, committees, and regional DEI ambassadors. Together, they are taking steps to drive gender pay equity through the following initiatives:
At Gartner, men and women in equivalent roles with similar performance and experience are paid equally. This is at the core of our pay-for-performance strategy. We nonetheless have a gender pay gap driven by the fact that currently more men than women hold higher-paying, senior roles. In the U.K., 42% of associates are women, yet women hold only 21% of our upper quartile positions.
Gartner approaches narrowing the U.K. gender pay gap as part of our broad and ongoing commitment to DEI. In November 2020, Gartner established a DEI Center of Excellence (COE), which spent 2021 conducting a DEI baseline assessment and collaborating with business units and regions to develop a three-year roadmap. Our DEI strategic framework — launched in late 2021 — reflects the three-year priorities as they relate to our efforts to Hire talent from underrepresented groups, Engage associates by creating a sense of belonging for everyone and Advance talent equitably.
These DEI priorities are driving our efforts to make Gartner a more inclusive organization overall, and they provide mechanisms for us to close the gender pay gap over time. For example, in 2021 Gartner increased the pipeline of women candidates for leadership roles as part of our efforts to advance high-potential talent and increase the percentage of senior roles held by women. We provide more details on the actions we are taking to drive gender pay equity in the “Our Continued Commitment” section of this report.
Our approach to pay
DRAFT
Download Report
Gender pay gap numbers at
a glance
These figures show the difference between the mean and median hourly pay of male and female employees in all roles.
Gender pay gap
Proportion of employees receiving bonus pay
This shows the split of men and women in each quarter of our workforce when ordered by pay.
Distribution across pay quartiles
Closing our gender pay gap requires long-term commitment to strategic initiatives that will diversify our workforce and improve the representation of women in senior roles.
Our continued commitment
“Xcel was an amazing opportunity to hear several operating committee members speak with the group. We also had a chance to work on primary customer research and collaborate with leaders from different areas on a ‘Digital Future’ initiative. Now that I have graduated from Xcel, I have seen how the Client Services Organization is using the research we conducted. It was highly timely and relevant and enabled us to gather customer feedback to identify pain points and opportunities
for improvement in the processes and tools.”
MVP, Operations
Gartner
Irina Petrova
Continuing to expand and support our largest and most active ERG, Women at Gartner. In 2021, we launched the Women in Consulting affinity group, supported the Women at Gartner India chapter in its efforts to design a new approach to mentoring women, and hosted more than 50 globally available events to highlight the efforts and achievements of women associates around the world.
Establishing the Black Employee Network and the Collective Abilities Network ERGs, which brings our total ERGs to six.
Implementing new, targeted professional-development programs to ensure all associates have the resources they need to grow with Gartner.
Amplifying our companywide DEI strategy and communications.
Benchmarking our DEI capability and establishing key metrics from which we’ll drive greater transparency and measure future improvement.
We continuously evaluate our practices and are actively focused on closing the gender pay gap. As we grow, we will continue to develop and support women in leadership and embrace every opportunity to become a better, stronger organization.
We confirm that the data reported in this document is accurate.
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Gartner provides extensive opportunities for our associates to grow their careers. Developing and retaining great talent continues to be a strategic priority.
As a company with demonstrated and sustained long-term growth, we continue to add new positions and embrace opportunities to appoint women into leadership roles. In 2021, women achieved promotions into senior-level positions at a rate commensurate to that of men.
In 2021, we launched another critical development program for women and associates from underrepresented groups. The global Xcel Development Program is an experience designed to accelerate the capabilities of leaders from underrepresented backgrounds. Participants are immersed in exposure and experiential activities that drive learning around key leadership moments that matter. Xcel elevates participants’ personal insight, professional growth, and visibility globally.
Growing with Gartner