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Pfizer UK Gender Pay Gap Report 2018

At Pfizer UK, we’ve brought together experts to create an inspiring environment in which we can meet the world’s health challenges head-on. It’s vital that our environment embraces the richly diverse world around us in an inclusive and supportive culture. When it comes to progression and opportunity for development at Pfizer UK, it’s ability that matters.

Download the full report:
Pfizer UK Gender Pay Gap Report 2018.pdf
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As part of a new UK Government initiative, it is required that companies with over 250 employees disclose their gender pay gap for the year ending April 2017. This must be done by the 5th April 2018.

The gender pay gap shows the difference in total average earnings between women and men. It looks at all jobs at all levels across the entire company. It is not a measure of equal pay. Unequal pay for men and women doing the same job has been illegal in the UK for over 40 years.

According to the Office for National Statistics (ONS), the gender pay gap for the UK is currently just over 18%1 meaning that on average, men earn just over 18% more than women across the UK economy.

There are many factors which cause the gender pay gap, from cultural stereotypes about men and women, to how businesses are structured.

Pfizer UK does have a gender pay gap but this is not the same as unequal pay. We work hard to ensure our recruitment and remuneration policies are gender neutral. Pfizer UK’s mean gender pay gap is 14.9% and the median pay gap is 14.5%. The gap increases when bonus is taken into consideration. The mean bonus gender pay gap is 22.4% and the median bonus gender pay gap is 24.8%.

Our gender pay gap is driven by the fact that, across our business, a higher proportion of male colleagues occupy more senior positions than female colleagues. This reflects the general picture in the wider sciences sector and across many other industries in the UK. In fact, our gender pay gap is lower than the national average.

Knowing what’s causing our gender pay gap doesn’t mean we have to accept it. We are not complacent or happy to be better than average. We are already working to bring greater gender balance to our business. This is not only right and fair, but is critically important to the future success of Pfizer UK.”

Liz Greenfield, Head of Human Resources, Pfizer UK

Our commitment to reduce the gender pay gap has come directly from the UK Board. Gender pay gap oversight is now a standing quarterly item for UK Board meetings. The Board is also creating a dedicated resource within our HR team. This new appointment will take the lead on creating and reviewing initiatives to close the gap and progress towards greater gender equality in senior positions. We know this will take a number of solutions and will take time. The drivers of gender imbalance in management positions are complex, historical and societal. We will work with our colleagues, and in our community, taking action now to find the right balance for all our futures.



  1. Office for National Statistics, 2017: Last accessed February 2018.


PP-PFE-GBR-0937 / Feb 2018