At Checkout.com, we are committed to building an inclusive and equitable workplace where employees can bring their unique identities, experiences, and backgrounds, empowering them to do their best work.
As we publish our 2024 UK Gender Pay Gap data, we want to be clear about what this data represents—and what it doesn’t.
The gender pay gap does not measure equal pay for equal work. Instead, it reflects the difference in average earnings between men and women across our UK workforce, which is influenced by the distribution of roles and seniority levels.
- Deliberate action was taken in 2024 to drive greater female representation in the business
- As a result, female representation in the UK grew from 35% to 38%. Women in UK STEM roles increased from 17% to 21%, and 47% of all new hires in the UK were female.
- This positive action negatively impacted the UK mean gender pay gap, with it increasing by 19% to 23.6%. The UK median gender pay gap remained unchanged, at 19%. This is influenced by the distribution of roles and seniority levels of women.
- It also impacted the UK mean and median bonus gaps, as there are fewer women in senior, higher-graded roles.
- The bonus gap was also influenced by Checkout’s on-call engineering teams—who receive additional bonuses for their on-call time—are predominantly male and based in the UK, affecting the overall gap.
It is important to note that Checkout is a global business, with 1900 employees across 19 offices - and that our global median gender pay gap changed from 19.1% to 18.7%, a reduction of 0.4% compared to last year.
Checkout’s commitment:
We’ve made good progress by bringing more women into the business and will maintain that momentum. Our focus is on getting more diverse talent through the door, making sure everyone has a fair chance to grow, and creating a culture where people feel included and that they belong. To do this, we’re already focusing on a few key initiatives:
- Throughout our performance management process, we implement checks and balances, using objective metrics, to ensure equitable promotion and pay rates across all departments.
- Each department runs talent initiatives, including talent reviews and succession planning, to identify a diverse pipeline of the best talent for leadership roles.
- We upskill our managers to reduce bias and promote equitable, objective decision-making.
- We continue to empower our communities, with the Women’s Community leading initiatives like leadership speaker series, career coaching/sponsorship, and policy advocacy.
- We’re committed to supporting women’s career longevity through enhanced parental leave, fertility benefits (Carrot), and early family support (MyndUp).
Positive shifts take time to be reflected in metrics like the gender pay gap, but we’re confident in our direction. We still have a lot of work to do and will continue to strengthen the systems that enable our people to grow, thrive, and lead.
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