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HomeResponsibilityDiversity, Equity and InclusionGender Pay Gap ReportGender Pay Gap ReportAt Pfizer, our purpose is to create breakthroughs that change patients’ lives, through our innovative medicines and vaccines. To achieve this, we need to draw on different experiences, skills and perspectives. We believe that creativity, problem-solving, and exceptional communication flourish in an inclusive and diverse workplace with the most qualified talents from all genders.
What is the Gender Pay Gap?
The gender pay gap measures the difference in hourly rates of pay between men and women across an organisation.
  - The mean gender pay gap compares average hourly pay
  - The median gender pay gap compares the midpoint of pay for men and women
Both the mean and median pay gap are expressed as a percentage of men’s earnings and provide important insights into what needs to be done to achieve gender equality in the workplace.
View our latest Gender Pay Gap Report
What is Pfizer UK's Gender Pay Gap?

Closing the Gender Pay Gap is a key part to creating an inclusive workplace. Although we have roughly the same number of men and women amongst our highest paid employees, we have a much higher proportion of women amongst our lowest paid employees. This is why we have a Gender Pay Gap. Achieving the same proportion of women throughout the organisation would close the Gender Pay Gap.

When Pfizer first shared the calculation in 2018, our median gender pay gap was 15.5%. In 2025, our median Gender Pay Gap was 10.9%. Understanding the factors contributing to changes year-on-year allow us to refine our long-term strategies.

Our commitment for the future

We remain committed to implementing our long-term strategy to close the Gender Pay Gap, which is built around these key initiatives:
  1. Recruitment Diversity: Ensuring a candidate slate of the most qualified men and women from diverse ethnic backgrounds is reviewed at all levels.
  2. Creating a trusting, flexible workplace: Creating the work-life harmony that enables every colleague to be their best working self.
  3. Returner Support: Assisting colleagues returning from long-term absence, ensuring they feel engaged and valued.
  4. Career Progression Support: Providing resources to help colleagues clarify their career paths and make positive changes.
  5. Family-Friendly practices: Supporting colleagues at every stage of the family life-cycle, recognising modern family dynamics.
  6. Talking, Celebrating and Understanding Ethnicity: Building the empathy and awareness that breaks down barriers, promotes inclusion and ensures that all colleagues feel safe and supported.
Our commitment to addressing the Gender Pay Gay reflects our values: Equity, Courage, Excellence and Joy.  Through living these values, we are dedicated to implementing positive change, to our business and the wider society.
“My mission, which I share with all UK leaders, is to make Pfizer a place where colleagues feel they belong, where they can thrive, and together we can help to improve the health of the nation.”

John McGinley
Country President and Managing Director, Pfizer UK

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We want people to know, and understand, what we do and how we do it. That is why we are committed to transparency.

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Environmental Sustainability

Reducing the impact of our operations through greenhouse gas emission reductions is a strategic priority.

PP-UNP-GBR-14566 / March 2026
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