AAT publishes latest gender and ethnicity pay gap figures

• New data shows mean gender pay gap declined but median gap has increased.
• Mean and median ethnicity pay gap both declined.
• AAT reinforces wider equality and diversity commitments with new targets and initiatives to support future activity.

AAT has published its latest gender pay gap report and its second ethnicity pay gap report, ahead of Equal Pay Day on 20 November. 

AAT has been publishing its gender pay gap data since 2017. In 2021, the organisation began publishing ethnicity pay gap data for the first time, despite no legal requirement to do so, highlighting its commitment to diversity and inclusion. 

Both reports are based on hourly rates of pay at the snapshot date of 5 April 2022. The reports include the mean pay gap – the difference between average hourly earnings – and the median pay gap, which is the difference between the midpoints in the ranges of hourly earnings. 

Key findings from the reports include: 

• The mean gender pay gap has decreased from 3.5% in 2021 to –0.2% in 2022, due to an increase in the proportion of women in senior roles within the organisation.
• The mean ethnicity pay gap declined slightly, from 24.9% in 2021 to 24% in 2022.
• The median gender pay gap rose from 7.4% in 2021 to 9.8% in 2022. However, the median ethnicity pay gap declined from 23.9% in 2021 to 23.6% in 2022.
• For bonuses, the mean gender bonus gap was –11.9% – meaning that there is a bonus gap in favour of women – and the mean ethnicity bonus gap was 15.5%.
• The median bonus gap was 0% for both gender and ethnicity.
• As of 5 April 2022, over half (51%) of AAT’s workforce was female.

To address these gaps, AAT has already put measures in place and set out a further plan of action, demonstrating the organisation’s commitment to diversity and inclusion. Initiatives include: 

• Delivering on our commitments as signatories to the Race at Work Charter.
• Appointing an Executive Sponsor for Race to help support the development of Black, Asian and Minority Ethnic (BAME) employees across the organisation.
• An increased target of 45% of women in senior roles by 2022.
• Implementing a new HR system to improve data collection and analysis.
• Working with ENEI (the Employers Network for Equality and Inclusion) to facilitate anonymous listening sessions and gather feedback around barriers to progression for ethnic minority staff.

Adam Harper, Director of Professional Standards and Policy, and Executive Sponsor for Race, AAT, said: "We’re delighted that AAT has exceeded its Women in Finance Charter supported by the work that we have undertaken to champion diversity and equality both within the organisation and among our wider membership for many years now. AAT was the first professional accountancy body to sign up to the Women in Finance Charter and with 63% of our professional members being female, we are at the forefront on gender equality in the financial sector. We will continue this with our work to address the barriers affecting our ethnic minority employees. Publishing our gender and ethnicity pay gap data annually and maintaining our commitments as signatories to the Race at Work Charter are key elements of our drive to improve and helps to hold us to account for our work in this area.

"Whilst there have been some positive changes since 2021, it remains vital that we back this data up with action. That’s why we’ve set out our plan of action and how we are continuing to work to put diversity and inclusion at the heart of everything we do – including increasing our targets on women in senior roles, improving our data collection and analysis, and engaging with staff to learn more about their experiences. This will ensure that we create a workplace where all colleagues feel included and are able to reach their full potential."

You can find the full reports on the Gender and ethnicity pay gap reports page.