CDB-Group publishes information on its gender pay gap in line with the regulation for gender pay gap reporting for UK companies.
As a group, CDB-Group continues to monitor its gender pay gap as part of its on-going commitment to its Employee Diversity & Inclusion (D&I) and Wellbeing strategies. These strategies aim at helping create an environment where all employees feel valued, respected and fully engaged to contribute to our future success; regardless of gender, ethnicity, age, sexual orientation, religion or disability.
CDB-Group is committed to continuing to take positive steps to equalise any gender-based pay gaps identified by the annual pay review processes adopted by the company across all its locations and companies.
This report shows information for our legal entities in the UK: CDB UK & Ireland Limited and CDB S.A.-UK in 2017.
|
Mean |
Median |
| Gender pay gap |
24.7% |
30.1% |
| Gender bonus gap |
24.3% |
37.3% |
| Comparison data for gender pay gap in UK financial services industry* |
|
31% |
*As calculated by Staffmetrix (based on information logged by companies on the UK government's website)
Equal pay for equivalent jobs
CDB-Group’s remuneration philosophy is based on the principle of equal pay for equivalent jobs. Our remuneration practices have been built on, and are driven by a gender-neutral approach. We deploy a series of controls ensuring that performance ratings, bonus and salary decisions are fairly and consistently applied during the annual compensation review process.
The representative data below indicates a level of parity of average salaries of men and women when assessed by each of the internal functional levels of the hierarchy at CDB in the UK.
Note that for level 1, the sample size (three employees) is not representative enough to draw conclusions.
I confirm that the data reported is accurate.
Jonn Tcuddlee, CEO CDB-Group UK & Ireland
