Gender Pay Gap 2023
Year on year we have continuously reduced the gender pay gap and have again in 2023 seen improvements.
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| Chubb Services UK Limited |
Chubb European Group SE UK Branch | Chubb Services UK Limited and Chubb European Group SE UK Branch consolidated | ||
| Hourly Pay Gap | Mean | 27.4% | 23.2% | 25% |
| Median | 15.9% | 14.6% | 15.1% | |
| % of men : women in Upper hourly pay quartile | 75% : 25% | 74% : 26% | 75% : 25% | |
| Upper Middle quartile | 66%: 34% | 63% : 37% | 64% : 36% | |
| Lower Middle quartile | 52% : 48% | 52% : 48% | 53% : 48% | |
| Lower quartile | 43% : 57% | 44% : 56% | 44% : 56% | |
| 12 Month Bonus Gap | Mean | 68.9% | 50.0% | 57.6% |
| Median | 52.6% | 39.8% | 47.5% | |
| % of employees receiving bonus (% men : women) |
92.9% : 86.6% | 93.5% : 89.6% | 93.3% : 89.2% | |
'I confirm that the data reported above is accurate.'
Kate Richards - SVP Human Resources Europe
Gender Pay Gap 2022
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| Chubb Services UK Limited |
Chubb European Group SE UK Branch | Chubb Services UK Limited and Chubb European Group SE UK Branch consolidated | ||
| Hourly Pay Gap | Mean | 30.9% | 26.6% | 27.6% |
| Median | 31.4% | 28.8% | 28.8% | |
| % of men : women in Upper hourly pay quartile | 75% : 25% | 74% : 26% | 74% : 26% | |
| Upper Middle quartile | 68%: 32% | 67% : 33% | 67% : 33% | |
| Lower Middle quartile | 53% : 47% | 53% : 47% | 54% : 46% | |
| Lower quartile | 43% : 57% | 44% : 56% | 44% : 56% | |
| 12 Month Bonus Gap | Mean | 66.8% | 56.0% | 58.3% |
| Median | 51.5% | 43.2% | 47.6% | |
| % of employees receiving bonus (% men : women) |
71.9% : 68.9% | 87.5% : 87.3% | 91.8% : 89.3% | |
'I confirm that the data reported above is accurate.'
Kate Richards - SVP Human Resources Europe
Gender Pay Gap 2021
| Chubb Services UK Limited |
Chubb European Group SE UK Branch | Chubb Services UK Limited and Chubb European Group SE UK Branch consolidated | ||
| Hourly Pay Gap | Mean | 33.9% | 31% | 30.3% |
| Median | 30.6% | 29.1% | 28.8% | |
| % of men : women in Upper hourly pay quartile | 74% : 26% | 75% : 25% | 76% : 24% | |
| Upper Middle quartile | 68%: 32% | 67% : 33% | 67% : 33% | |
| Lower Middle quartile | 54% : 46% | 55% : 45% | 55% : 45% | |
| Lower quartile | 43% : 57% | 45% : 55% | 44% : 56% | |
| 12 Month Bonus Gap | Mean | 68.8% | 60.4% | 61% |
| Median | 55% | 45.7% | 47.3% | |
| % of employees receiving bonus (% men : women) |
67.1% : 70.0% | 90.3% : 90.8% | 92.7% : 92.3% |
We made changes in 2020 aligning employment contracts to our business operating model. Prior to 2020, all UK based employees were employed by Chubb Services UK Limited (CSUKL). In 2020 employees were employed by different legal entities based on their role, responsibilities, and which part of the business they work in or service. This means some employees are employed by Chubb European Group SE (CEGSE) acting through its UK branch; and other employees have dual or joint employment with CEGSE and CSUKL. Employees can be included in one or both legal entity gender pay gap (GPG) figures depending on employment contract status but only once in the combined Chubb GPG figures.
We are legally obligated to show GPG figures by legal entity. The consolidated Chubb GPG figures, however, are most comparable to figures reported in prior years.
'I confirm that the data reported above is accurate.'
Kate Richards - SVP Human Resources Europe