Social media business Facebook has reported a mean hourly gender pay gap of 2.8% for 2022, a 0.7% increase from 2021.
The employer’s median hourly pay gap was 8.7% in 2022, up 0.3% from the prior year. Its highest pay quartile last year was made up of 26.6% of women, down from 29.4% in 2021, whereas its lowest pay quartile consisted of 41% of women, up from 40.6%.
Facebook’s 2022 mean bonus pay gap was 31.4%, down 3.4% from 2021, and its median bonus pay gap was 37.8%, up 5.9%. A total of 98.9% of men and 98.2% of women received a bonus last year, down 1.1% and 1.8%, respectively.
According to Facebook, the number of women in leadership roles has increased from 23% to 36.7% since it first publicly reported its data in 2014.
Terri-Ann Rowe, HR director of Meta Business Group and Global Operations, Europe, Middle East and Africa, said: “While our global pay equity analysis ensures that we have no significant pay differences between individuals based on gender when accounting for role, performance and other factors, the reason for the UK pay gap continues to be imbalanced gender representation. Our engineering organisation in the United Kingdom made up most of our workforce in 2022 and we have more men than women working at Meta in technical roles, particularly senior technical roles.
“Our compensation rates are market-based and reflective of the role performed. Rates of compensation, particularly equity compensation counted in the bonus pay gap, for technical skills are higher than non-technical roles due to an extremely competitive talent market. The pool of this talent, particularly for more senior positions, continues to be predominantly male.”
During the past few years, Facebook has increased maternity and paternity leave, and introduced parental leave coaching, support for family building via fertility, and hybrid and remote working options for staff.