1、Pay Gap Report 2024IntroductionAt EY UK,diversity,equity,and inclusiveness(DEI)are not just aspirationsthey are essential to how we build a thriving,future-ready business.We believe that a workplace where everyone feels valued and has equitable opportunities to succeed is key to driving innovation,p

2、erformance,and long-term sustainability.Our annual pay gap report is a crucial part of our commitment to transparency and accountability,ensuring that we continue to challenge ourselves to do better.This years report reflects both progress and ongoing challenges.Our whole firm gender mean pay gap re

3、mains static and our median pay gap has widened slightly by 0.7 percentage points.This reflects the impact of our sustained efforts to recruit and develop diverse talent at all levels of the firm.However,we recognise that further work is needed to ensure proportional representation at senior levels,

4、where gaps persist.We also remain committed to voluntary pay gap reporting across ethnicity,social mobility,disability,and sexual orientation.While we have seen positive improvements in certain areassuch as a reduction in the sexual orientation pay gap and increased ethnic diversity at junior levels

5、some pay gaps have widened,reflecting the complexity of achieving sustainable change.In particular,our partner-level gender and ethnicity pay gaps have increased,reinforcing the need for continued investment in equitable career progression.Our strategy remains focused on embedding equity in our tale

6、nt processes,from hiring and promotion to performance and reward.This year,we have strengthened our data-driven approach to identifying barriers and have delivered targeted activities based on this data analysis.Additionally,our refreshed Social Mobility plan for 2025 and beyond will help us drive m