We are a meritocracy and pay all staff based on performance and regardless of gender, race, religion, sexuality or any other factor other than how well they do their job. Similarly when we recruit we seek the best candidate for each role again regardless of gender, race, religion, sexuality etc. The statistics reflect that the best paying roles in our business require undergraduate and in many cases postgraduate study in maths, computer science, the physical sciences and technology. Men account for roughly three times as many graduates* in these subjects as women and have done for many years and so not surprisingly men dominate the best paying roles in our business. We believe that the gender bias in university admissions mentioned above is an important issue that needs to be addressed.

*: Source UCAS admissions data 2008-2017. Assumes gender ratio for graduates is in line with admissions.

Gender Pay Report:

  • Mean gender pay gap – Ordinary pay – 42.5%
  • Median gender pay gap – Ordinary pay – 47.4%
  • Mean gender pay gap – Bonus pay in the 12 months ending 31 March – 77.0%
  • Median gender pay gap – Bonus pay in the 12 months ending 31 March – 57.1%

The proportion of male and female employees paid a bonus in the 12 months ending 31 March – Male: 96.4%, Female: 93.0%
Proportion of male and female employees in each quartile –

  • Lower – Male: 72.3% , Female: 27.7%
  • Lower Middle – Male: 85.3% , Female: 14.7%
  • Upper Middle – Male: 100.0% , Female: 0.0%
  • Upper– Male: 97.8%, Female: 2.2%

I confirm the accuracy of the statistics above.

Gabi Bennison
Head of HR

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We apply scientific techniques to find patterns in large, noisy and real-world data sets, using the latest statistical and “big data” analysis methodologies to predict global financial markets. G-Research uses cutting-edge quantitative analysis and modelling to create software, simulations and forecasts for our clients of how financial markets and individual instruments within them will behave under different situations in the future.

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