Gender Pay Gap Report


We’re committed to improving the representation of women in our organisation and the sports industry. We operate within a traditionally male dominated industry, but one which we feel is evolving to become more inclusive. We’re committed to ensuring that our organisation plays its part to help create a more inclusive industry.

  • Within the business, we are robust in ensuring that all of our people management policies and practices are designed and implemented on a gender-neutral basis. Through the ‘DAZN Career Deal’ and associated Talent Management Policies. We strive to enable all individuals to have the opportunity to grow their career within DAZN, regardless of their gender.
  • We continue to support our talented female employees through nominations for relevant awards, opportunities to represent DAZN at hi-profile external conferences, speaker panels, and by looking to develop and support mentoring, progression and network-building opportunities both within DAZN and across the wider industry.
  • Our Corporate and Social Responsibility strategy continues to be centred around improving the lives and representation of girls and young women. Following on from our previous 3 year initiative in India, from 2018 we undertook a substantial 3 year partnership initiative with Plan International again, challenging gender norms and improving the lives of marginalised girls and young women in Brazil, where we anticipate the same level of success.

However, like most global organisations we recognise that we are on a journey. We have a responsibility to encourage greater female involvement in both the wider sports industry and more specifically our company, and to balance gender representation in everything we do. The number of current people that identify themselves as females in our work force has increase from 15% to 21%. Whilst we recognise that we have more work to do, it’s a positive impact on some of the steps we put in place last year, that we can continue to build upon now and in the future.


As par out the UK Equality Act 2010 the information contained below forms the disclosure of our UK Gender pay gap reporting requirements.

hourly pay gap

Our medium hourly pay gap of -19.5% is starkly opposed to the national average currently at 8.6% This pronounced medium gap favours our female employees and is on contrast to the national average. The Mean figure of +0.57% also compares favourably. The differential between the mean and median figure is driven by the pay of a number of senior male employees.

hourly pay gap

When we look at who is entitled to a bonus at DAZN, we see 11.6% of men on a bonus scheme compared to 17.1%. However, when we look at the mean pay gap for bonus schemes, we see an 87% gap. This is heavily influenced by the spread of pay over the male population.

Pay Quartiles

Our pay quartiles are heavily influenced by our organisational gender split, leading to a natural heavy weighting of men in each quartile.

Quartile 1: 5% Female 95% Male
Quartile 2: 19% Female 81% Male
Quartile 3: 19% Female 81% Male
Quartile 4: 18% Female 82% Male

Our Gender pay gap illustrates the difference in the average hourly pay of men and women based in the UK who are employed by DAZN. This gap is influenced by a number of factors, including the gender split across different roles and career levels in our organisation. Gender pay gaps are not the same as equal pay. Which are an illegal difference in pay between male and female employees who carry out similar roles but are remunerated unequally (except for certain material factors. E.g. experience, location, performance.

We confirm that the figures in our disclosure are accurate and have been calculated in accordance with the gender pay gap reporting requirements as outlined in the legislation and accompanying guidance.

Stuart Epstein Chief
Financial Officer
Shaun Conning
Chief People Officer