Gender Pay Gap Reporting 2018

ARSENAL FOOTBALL CLUB

Companies with over 250 employees are required to release their Gender Pay Gap (GPG) report, an equality measure which shows the average earnings between women and men. This is different to Equal Pay, where men and women are paid the same for like work or work of equal value.

Whilst the Government requires us to publish just one set of figures, in the interests of transparency, we are publishing two sets of figures – one with the players and first team managers (men and women) and one without.

This data is crucial for us to bring the challenge of gender diversity in football into sharp focus. The figures published here are a snapshot in time (reporting period 5 April 2018).

We said. We did. Through our Arsenal for Everyone programme we have a number of actions in place to encourage gender diversity. At the heart of our strategic priorities, we have set diversity ambitions to ensure gender equality stays on everyone’s agenda at the club and we hold ourselves accountable to the ambitions each season. We are currently undertaking a project to explore and encourage flexible working, hold regular equality roundtables and provide opportunities for development. Our mentoring scheme is open to everyone and is one of the ways we support personal development. We have recently appointed a permanent equality officer and to encourage gender diversity in our recruitment processes we run regular implicit bias training and push our recruitment agencies hard to ensure more women are presented on the short lists.

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Gender Pay Gap Reporting 2018

OVERALL EXCLUDING PLAYERS

Mean Gender Pay Gap In Hourly Pay 78.0% 21.7%

Median Gender Pay Gap In Hourly Pay -2.5% 0.0%

Mean Gender Bonus Gap 89.6% 46.9%

Median Gender Bonus Gap -99.6% -95.6%

Everyone at the club is committed to ensuring any perceived or actual barriers to recruitment or progression of women are tackled. We know a significant culture shift could take some time, but we have several initiatives happening right now in the workplace to drive meaningful change.

“Our strategic priorities are underpinned by highly-capable, diverse people.”Raúl Sanllehi, Head of Football & Vinai Venkatesham, Managing Director

This shows the numbers and percentages of men and women in each of the pay quartiles.

There is very little movement overall in the percentage and numbers of men and women in the four pay quartiles reporting period between 2018 and 2017.

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Gender Pay Gap Reporting 2018

LOWER QUARTILE

LOWER QUARTILE

BONUS DATA

6% more women received bonus pay compared to 2017. 1% fewer men received bonus pay compared to 2017.

24%

76%

LOWER MIDDLE

24%

76%

UPPER MIDDLE

UPPER MIDDLE

26%

74%

UPPER QUARTILE

UPPER QUARTILE

29%

71%

104 110319 312

LOWER MIDDLE

99 122323 301

NO BONUS PAID172 / 39%

NO BONUS PAID469 / 37%

BONUS PAID272 / 61%

BONUS PAID788 / 63%

Our mean gender pay gap in hourly pay (excluding players) of 21.7% is higher than the national average of 17.1% (Office of National Statistics). It is up by 4.8% compared to last year, due to men appointed into senior positions at the club. Our mean gender pay gap overall (including players) has improved by 1.6% compared to last year.

The median gender pay gap in hourly pay is in favour of women and is significantly lower than the Office of National Statistics’ 17.9%. This is better than last year’s result -0.7%. Excluding players there is 0% median gender pay gap.

Our mean gender bonus gap (excluding players) is 46.9% (42.6% in 2017) and is a direct consequence of gender imbalance at senior leadership levels. Since this snapshot was taken, we have addressed this issue to some extent with women appointed to senior leadership positions. These appointments are not reflected in this snapshot of data (April 2018) as the appointments were made after this date.

The median gender bonus gap (excluding players) shows a similar trend to last year with women paid more than men. The median gender bonus gap is -95.6% excluding players (-214.9% in 2017).

DECLARATION

We confirm that our gender pay gap data has been calculated in accordance with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

.......................................................................

Karen Ann Josephides People Director

.......................................................................

Raúl Sanllehi Head of Football

.......................................................................

Vinai Venkatesham Managing Director

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Gender Pay Gap Reporting 2018

CALCULATING THE MEAN OR THE AVERAGE

The mean is calculated by adding up all the numbers in a sequence and dividing this answer by the number of numbers in that sequence.

CALCULATING THE MEDIAN GAP

The median is the midpoint of all the figures in a data set.

GENDER SPLIT WORKING AT ARSENAL FOOTBALL CLUB

(27% IN 2017)

(73% IN 2017)

£..................................................................................£