• Home
  • News
  • People
  • Entain reports gender pay gap of 65% on bonuses in 2023
igamingnext photo
The gap in bonuses received by male and female Entain employees in the UK was 64.6% in 2023, according to the company’s latest gender pay gap report.

That figure represented a reduction from 2022, when the mean bonus difference between men and women was 66.1%, but was up on the 2021 figure of 63.4%.

Elsewhere, the mean hourly gender pay gap was reported to be 15.9% in 2023, down from 16.9% in 2022 and 16.2% in 2021.

For both bonus and hourly earnings, the median measurements were less stark than the mean, with a median hourly pay gap of just 4% and a median bonus pay gap of 44.4%.

Out of all female Entain employees in the UK, 60.3% received a bonus last year, compared to 65.3% of male employees.

Women also made up a smaller proportion of higher paid roles than men, with jobs divided into four quartiles depending on their remuneration.

Women made up 53.5% and 57.4% of the first and second quartiles, respectively, while they made up 49.9% of the third quartile and just 37% of the fourth.

That means the proportion of women in Entain’s top-paid job roles has dropped over the past two years, from 39.1% in 2021, to 37.7% in 2022 and 37% in 2023.

Closing the gap

“We recognise that our biggest opportunity to close the pay gap is to appoint, promote and retain women in the most senior roles,” Entain said in the report. 

“We also need to focus on our product and technology function, where women are still underrepresented.”

One of the driving forces behind this year’s pay gap statistics was a disproportionate number of women in retail roles, the business added.

While 52% of retail employees across Entain’s large network of betting shops are female, women make up just 31% of the company’s non-retail workforce.

The gap is further exacerbated by a higher proportion of men in the firm’s most senior and highest paid roles, Entain added.

To combat the issue, Entain has introduced multiple programmes and initiatives aimed at empowering female employees to help close the gender pay gap.

Those initatives include the Women@Entain community group, the introduction of a global menopause policy, wellbeing training for managers and a returnship programme with McLaren F1 team providing opportunities for women to resume careers in STEM after taking time off.

“We are doubling down our efforts with new policies and innovative programmes to create a workplace where women can thrive,” said Entain chief people officer Melanie Tansey (pictured).

“We know these changes will take time – for Entain and for society more widely. But we are fully committed to playing our role and working with our industry to make work better for everyone.”

Similar posts