Gender Pay Gap

Gender Pay Gap ImageTransparency is key to the diversity and inclusion strategy at Crawford & Company®. We openly share the government’s ambition to see balance at all levels across both Crawford® and other companies in the financial sector.

Government legislation requires any organisation that has 250 or more employees to publish and report specific numbers about their gender pay gap. The gender pay gap is the difference between the average earnings of men and women in our Company.

The gender pay gap is different from equal pay which concerns men and women being paid the same pay for the same work or work of equal value. Crawford is confident that there are no equal pay issues amongst its UK employees.

In line with government requirements, Crawford has reported on their gender pay gap and you can review the full results here.

Gender Pay Gap Report

Pay Gap 43.5% 47.5%
Bonus Gap 69.0% 50.0%

% of employees MalesFemales
Receiving bonus 59% 42.0%

% of employees MalesFemales
Lower pay quartile 26.0% 74.0%
Lower middle pay quartile 43.0% 57.0%
Upper middle pay quartile 71.0% 29.0%
Upper pay quartile 88.0% 12.0%

There is much to do to reduce our pay gap over the next few years but as part of our ongoing approach to diversity and inclusion, we have a number of programs in place to encourage the internal career development of women (as well as men) and the attraction of additional women into our industry. agile and flexible working. We also have a number of leadership, mentoring and training programs in place to ensure that all employees have the same opportunities. We are promoting agile and flexible working, where business needs permit and are continuing to look at all our policies to ensure that the gender pay gap is reduced over time.

If you have any questions about the Crawford Gender Pay Report, please contact