Skip directly to content

Gender Pay Gap Report 2019

When it comes to progression and opportunity for development at Pfizer UK, it’s ability that matters. We work hard to ensure our recruitment and remuneration policies are gender neutral, and are committed to closing the gender pay gap.


Download the full report:
Pfizer UK Gender Pay Gap Report 2019 (PDF / 400 KB)

What is the Gendar Pay Gap?

The gender pay gap is not the same as unequal pay. It does not show differences in pay for comparable jobs. Unequal pay for men and women for equal work has been illegal for 45 years.

The gender pay gap is the difference between the average hourly pay for men and women across the entire organisation, expressed as a percentage of men’s earnings. It provides a basic understanding of the gender pay balance in an organisation.

According to the Government Equalities Office, 77% of organisations reporting data for the year to April 2017 have a gender pay gap in favour of men.1 The national average rate for 2018 is 17.9%.2


Whats Pfizer UK's Gender Pay Gap?

Pfizer UK is a diverse, welcoming place with an inclusive culture that offers colleagues many opportunities to grow and develop. But we do have a gender pay gap. This is driven by the fact that across our business more men are in more senior positions and more women are in more junior positions.

In our first gender pay gap report last year we made a clear commitment to address this issue head on and twelve months on, our commitment remains as strong. That is why it is disappointing not to be able to report an improvement in our gender pay gap for 2019.

Pfizer UK’s mean gender pay gap is 20.6% and the median pay gap is 15.9%. The gap increases when bonus is taken into consideration. The mean bonus gender pay gap is 36.3% and the median bonus gender pay gap is 29.8%.


Whats Pfizer UK's committment for the future?

Many factors contribute to a gender pay gap and there is no ‘silver bullet’ to eliminate it. It is not all about processes and policies but also culture and environment. The good news is we already have many of the key elements in place that are required to support gender pay parity. We have also taken multple actions since our last report including:

  • Gender pay gap is now part of the UK Board meeting agenda
  • Appointment of a gender pay lead
  • Flexible working arrangements
  • Enhanced parental leave
  • Salary review for colleagues returning from long term absense
  • Diversity and inclusion workshops

Our commitment to reducing our pay gap remains as strong as ever. Creating gender parity will take time and require action across process, policy, talent acquisition and development. We must also maintain our inclusive culture - it is a strength and benefits all of us.

Creating gender pay parity will take time but our commitment to reducing our pay gap remains as strong as ever. We have the right environment, policy and processes in place to make sure Pfizer UK is an amazing workplace for all; a place where progression and development are based on ability not gender.”

Denise Harnett, Head of HR, Pfizer UK


Related articles


It’s vital that our environment embraces the richly diverse world around us in an inclusive and supportive culture.



  1. Eight ways to understand your organisation’s gender pay gap Accessed March 2019
  2. Gender pay gap in the UK: 2018 October 2018

PP-PFE-GBR-1694 / March 2019