Genpact UK gender pay gap
Closing the gap, creating opportunities
We're relentlessly pursuing a world that works better for people. That's our purpose. It guides us and pushes us to make an impact far bigger than just the bottom line. And it's our people that make this possible. An inclusive culture helps us – and our clients – succeed.
We are committed to fostering an environment where women are empowered to lead and grow. But we understand that sustainable progress takes more than intention. It requires accountability and a willingness to evolve.
Understanding the challenge
The gender pay gap highlights differences in average pay between men and women across an organization, without accounting for specific roles or responsibilities. In the UK, organizations with over 250 employees are required to publish this data annually to increase transparency and accountability around workplace equality.
As a global organization, our UK gender pay gap data reflects a specific snapshot of our workforce and may not fully represent our broader operations. Factors such as attrition, acquisitions, and the distribution of men and women across different functions all influence these figures.
These patterns are not unique to Genpact, but we take full responsibility for our role in changing them.
UK gender pay gap numbers
Overall | 2024–25 | 2023–24 | 2022–23 | |||
Genpact UK median | 53.2% | 36.6% | 39% | |||
Genpact UK mean | 34.56% | 27.28% | 30.1% | |||
Percentage of employees in each quartile | Female | Male | Female | Male | Female | Male |
Q1 (lowest hourly pay) | 59% | 41% | 56% | 44% | 59% | 41% |
Q2 (lower middle hourly pay quarter) | 34% | 66% | 33% | 67% | 38% | 62% |
Q3 (upper middle hourly pay quarter) | 27% | 73% | 27% | 73% | 32% | 68% |
Q4 (highest hourly pay) | 16% | 84% | 27% | 73% | 22% | 78% |
Bonus gender pay gap | Median | Mean | Median | Mean | Median | Mean |
57% | 32% | 46.4% | 40.3% | 62% | 54% | |
Percentage of male and female bonus recipients | Female | Male | Female | Male | Female | Male |
83% | 88% | 94% | 93% | 83% | 87% | |
Acting for equity
We have a range of initiatives designed to address the gender pay gap, empower women, and build inclusive leadership.
- WINGS (Women in Genpact): Our global women's employee resource group, WINGS, creates space to address gender equality. We run workshops, informed by insights from HR and leadership interviews, to address unique market challenges and build stronger support systems for women in every region
- Catalyst partnership: Working with Catalyst – a nonprofit organization that partners with CEOs and companies to build equitable workplaces – we're advancing inclusion through workshops and programming. This includes Mutual Accountability Real Change, a program designed to bring male allies into the female equity conversation
- Women's Leadership Program: Delivered in partnership with Korn Ferry, this leadership development program mentors the next generation of women leaders and builds a talent pool of women ready to take on expanded roles. In the UK, participation has been steadily increasing
- iSupport: A quarterly webinar series and community platform providing expert guidance and resources for working parents across Genpact, acknowledging that women are disproportionately affected on their return to work. For example, while 26% of men in the UK advance to higher-status jobs, only 13% of women do the same in the five years following childbirth1
- Moving Ahead: In partnership with Moving Ahead – a social impact organization dedicated to advancing inclusion – we offer a structured sponsorship program for high-potential women. The program connects participants with gender agnostic sponsors from around the world, providing access to senior leaders, advocacy, and opportunities to build meaningful professional networks
Looking ahead
Reducing the gender pay gap requires commitment, which is why we're focused on:
- Increasing the representation of women in senior and high-paying roles
- Removing bias from promotion, reward, and development processes
- Strengthening participation in mentorship and sponsorship programs
- Continuing transparent reporting and learning from what the data shows us
- Creating a culture where inclusion is active, visible, and accountable
We will update this page annually to maintain transparency and accountability. Addressing the UK gender pay gap is just one of many inclusion initiatives we're committed to.
Genpact is an equal opportunity employer and does not make employment decisions based on race, color, religion or belief, sex, age, national origin, citizenship status, marital status, military/veteran status, genetic information, sexual orientation, gender identity, physical or mental disability, or any other characteristic protected by applicable laws.
We are committed to creating a dynamic work environment that values inclusion, respect, integrity, customer centricity, and innovation while remaining compliant with applicable local laws and regulations (this may vary by country-specific laws).
[1] UK Government Equalities Office (now Women and Equalities Unit), Employment pathways and occupational change after childbirth, 2019