Gender Pay Gap Report
CREATING AN INCLUSIVE ORGANISATION AT DAZN
At DAZN, we’re committed to improving the representation of women in our organization and the sports and streaming industries more broadly.
The sports industry has been and still is largely male dominated, and we have a role to play in trying to change the current balance – on screen, on field and in the workplace.
We recently became the global broadcaster for UEFA Women’s Champions League, which we have made free-to-air on YouTube. Overnight we made Women’s football easier to watch around the world than ever before. We’re also doing work with Code First Girls to help close the gender skills gap in U.K. with girls and women in tech. We recognize that we are on a journey.
Within the business, we are robust in ensuring that all 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 have a responsibility to encourage greater female representation in both the wider sports and streaming industries as well as our own business. Whilst we recognize 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.
GENDER PAY GAP LEGISLATIVE REPORTING
As part out the UK Equality Act 2010 the information contained below forms the disclosure of our UK Gender pay gap reporting requirements.
hourly pay gap
In this organization, women earn 93p for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 7% lower than men’s, which is better than the U.K. national average (8.5%).
When comparing mean (average) hourly pay, women’s mean hourly pay is 31% lower than men.
bonus pay gap
In this organization, women earn the same amount for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 0% lower than men’s.
When comparing mean (average) bonus pay, women’s mean bonus pay is 48% lower than men.
When we look at who is entitled to a bonus at DAZN, we see 25% of men on a bonus scheme which is equal to the same percentage of women entitled to a bonus.
Our pay quartiles are heavily influenced by our organizational gender split, leading to a natural heavy weighting of men in each quartile.
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 factors, including the gender split across different roles and career levels in our organization. Gender pay gaps are not the same as equal pay, which is about the 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.
Chief People Officer