TICKETMASTER UK LIMITED
2022-23 Gender pay gap report

Contents

1. Main gender pay gap figures

In this organisation:

  • women earned 74p for every £1 that men earned (comparing median hourly pay)
  • women made up 25.5% of employees in the highest paid quarter, and 45.2% of employees in the lowest paid quarter
  • 68.2% of women received bonus pay, compared with 75.6% of men
  • women’s bonus pay was 14.6% lower than men’s (comparing median bonus pay)

2. Hourly pay

In this organisation:

  • women’s median hourly pay was 25.9% lower than men’s – this means they earned 74p for every £1 that men earn when comparing median hourly pay
  • women’s mean (average) hourly pay was 16.5% lower than men’s
Read more about median and mean

The median gender pay gap figure

This is the difference between the hourly pay of the median man and the hourly pay of the median woman. The median for each is the man or woman in the middle of a list of hourly pay, ordered from highest to lowest paid.

A median involves listing all of the numbers in numerical order. If there is an odd number of results, the median is the middle number. If there is an even number of results, the median will be the mean of the 2 central numbers.

Medians are useful to indicate what the ‘typical’ situation is. They are not distorted by very high or low hourly pay, or bonuses. However, this means that not all gender pay gap issues will be picked up. They could also fail to pick up as effectively where the gender pay gap issues are most pronounced in the lowest paid or highest paid employees.

The mean (average) gender pay gap figure

The mean gender pay gap figure uses hourly pay of all employees to calculate the difference between the mean hourly pay of men, and the mean hourly pay of women.

A mean involves adding up all of the numbers and dividing the result by how many numbers were in the list.

Mean averages are useful because they place the same value on every number they use, giving a good overall indication of the gender pay gap. Very high or low hourly pay can ‘dominate’ and distort the figure.

3. Pay quarters

In this organisation, women made up:

  • 25.5% of employees in the upper hourly pay quarter (highest paid jobs)
  • 31.4% of employees in the upper middle hourly pay quarter
  • 50.4% of employees in the lower middle hourly pay quarter
  • 45.2% of employees in the lower hourly pay quarter (lowest paid jobs)
Table: pay quarters
Pay quarter Women (%) Men (%) Total (%)
Upper hourly pay quarter (highest paid) Percentage in this pay quarter 25.5 74.5 100
Percentage of all employees 6.4 18.6 25
Upper middle hourly pay quarter Percentage in this pay quarter 31.4 68.6 100
Percentage of all employees 7.9 17.2 25
Lower middle pay quarter Percentage in this pay quarter 50.4 49.6 100
Percentage of all employees 12.6 12.4 25
Lower hourly pay quarter (lowest paid) Percentage in this pay quarter 45.2 54.8 100
Percentage of all employees 11.3 13.7 25
Totals 38.1 61.9 100
Read more about pay quarters

Pay quarters show the percentage of men and women employees in 4 equally-sized groups based on their hourly pay.

Pay quarters give an indication of women's representation at different levels of the organisation.

4. Bonus pay

In this organisation:

  • women’s median bonus pay was 14.6% lower than men’s – this means they earned 85p for every £1 that men earn when comparing median bonus pay
  • women’s mean (average) bonus pay was 42.7% lower than men’s
  • 68.2% of women and 75.6% of men received bonus pay

5. About TICKETMASTER UK LIMITED

Registered address
30 St. John Street, London, England, EC1M 4AY
Sector
Administrative and support service activities, Information and communication, Wholesale and retail trade; repair of motor vehicles and motorcycles
Snapshot date
5 April 2022
Employee headcount
500 to 999 employees
Person responsible
Andrew Parsons (RVP, UK & Ireland & Managing Director, UK)

What this employer says about their gender pay gap (opens in a new window)