OGILVY GENDER PAY REPORT 2018 1OGILVY GENDER PAY REPORT 2018 1

OGILVY GENDER PAY GAP REPORT

OGILVY GENDER PAY REPORT 2017 2

DIVERSITY & INCLUSION AT OGILVYOUR CULTURE At Ogilvy UK, we dedicate ourselves to fostering an encouraging, creative culture where we attract the best people to work. Individuals who prompt us to tackle challenges in new ways, enhance our culture and bring their diverse experiences and passions to the fold. We provide the tools, innovations and environment to see every one of our people realise their ambitions and potential.

Ogilvy has long pioneered a culture that supports diversity and women in the workplace, and strongly believes that a truly equal environment leads to greater

We have a gender-balanced workforce across the whole agency, with our workforce split between 51% women and 49% men.

We’re proud to have policies in place which ensure we can retain our diverse talent, including fl exible working, wellness networks and learning partnerships to provide the best workplace possible for our employees to harness their professional progress.

INITIATIVES FOR TODAY AND TOMORROWBeing part of the vibrant fabric of London and having employees from all corners of the world has been a driving force in how we have shaped Ogilvy in the UK. The broad range of initiatives we are currently spearheading have been chosen to best support our incredible pool of talent, for both the present and the future

In 2018, Ogilvy will be rolling out a WPP

initiative across the agency: ‘Walk the Talk’. This is an intensive coaching programme

for females, designed to empower women

to identify the barriers they may face in the

industry as a whole.

Walk the Talk was piloted in 2016 by Maxus

globally, inspiring and empowering 250 of

their female leaders, which resulted in 50

promotions across the group in the following

6 months and saw the lessons shared

across more than 700 female - and male -

colleagues.

Our networks, Women@Ogilvy and

Parents@Ogilvy provide a constant stream

of networking resources and support to

women throughout the agency via internal

mentoring and coaching sessions to

educational events and seminars.

Much of our senior leadership are active

members of Women in Advertising and Communications London (WACL), with

many events hosted at Sea Containers -

one particular initiative Ogilvy supports

alongside WACL is the Future Leaders Award

in partnership with the National Advertising Benevolent Society (NABS).

This is a training bursary open to upcoming

female talent to enable them to pursue a

course of their choice, to elevate their career

and gain valuable skills.

Ogilvy continues to work toward greater

diversity in the workplace through

collaborating with Creative Equals. A UK-

wide recognised organisation which is driving

lasting change in how the industry attracts

diverse talent.

Since teaming up with Creative Equals

in 2017, Ogilvy has begun reviewing our

diversity and inclusion opportunities to ensure

we always meet the Creative Equality Standard.

OGILVY GENDER PAY REPORT 2017 3

UNDERSTANDING THE PAY GAPUK GOVERNMENT REGULATIONS In April 2017, government regulations were introduced requiring some UK companies to share statistics on their gender pay gap.

The regulations deem that any company with over 250 people must share their gender pay gap data.

Within this report, Ogilvy has the gender pay gap across the agency, bonuses and a detailed breakdown of what percentage of men and women occupy each tier of the business.

EQUAL PAYOgilvy in the UK is committed to providing equal pay for equal work, not just because this is a legal requirement but because it is the right and fair thing to do. We succeed when we have a diverse workforce who can enrich our output, both for our agency and clients.

We regularly ensure that all women and men at Ogilvy are being paid the same wage for the same work. Our pay policies and practices are designed to control potential biases and to ensure equal pay for equivalent jobs, regardless of gender.

We train all of our staff who recruit new employees to Ogilvy, to rigorously ensure there is no bias in compensation packages off ered to men and women.

THE GENDER PAY GAPThe gender pay gap is the diff e ence in the average pay, and bonuses, of all men and all women across anorganisation.

Although we are confi de t that we have equal pay for work of equal value, we do have a gender pay gap when we compare the overall average pay and bonuses for women and men.

This gap is because of the unequal distribution of men and women across the company, not because of our pay policies and practices.

Here at Ogilvy, there are fewer women who occupy roles in the upper quartiles of the company, and as a result this contributes to a gender pay gap.

OGILVY GENDER PAY REPORT 2017 4

BREAKING DOWN OUR RESULTS

KEY:

In keeping with the UK Government’s measurement of the Gender Pay Gap, Ogilvy has divided the talent across the business into groups below.

TOP QUARTILE UPPER MIDDLE QUARTILE

LOWER MIDDLE QUARTILE LOWER QUARTILE

MaleFemale

32.41%

24.67%

57.21%

31.44%

23.97%

37.50%

% Males who receive a bonus

Mean Gender Pay Gap

(Diff erence)

Mean BonusGender Pay Gap

(Diff erence)

Median Gender Pay Gap

(Diff erence)

Median Bonus Gender Pay Gap

(Diff erence)

% Females who receive a bonus

The diff erence (mean and median) in hourly rate of pay between all men and all women in an organisation, expressed as a percentage of men’s earnings – at the snapshot date of April 5 2017.

Percentage diff erence (mean and median) in total bonus payments received by men and women in the 12 months preceding the snapshot date.

The mean is the average. The mean pay gap is the diff erence in the average hourly rate of men’s and women’s pay.

The median is the middle. The median pay gap is the diff e ence between the midpoints in the ranges of men’s and women’s pay

PAY GAP

BONUS GAP

MEDIAN PAY GAPMEAN PAY GAP37%

63%

47%

53%

60%

40%

60%

40%

In the Top Quartile, there are fewer females, where pay is highest, which contributes to a gender pay gap - In the lower two quartiles, the workforce is 60% female and 40% male.