For the eighth year in a row, we have released the firm’s U.K. gender pay gap disclosure and over that time we have seen improvement across all measures.
Year over year, we have also seen progress on key metrics. The mean hourly pay gap has narrowed by 1.8% to 24.3%, the median bonus pay gap has narrowed by 3.1% to 35.2% and the representation of women in the top three pay quartiles has increased.
It’s important to note that the metrics disclosed in this report are a measure of pay gap and not pay equity. A pay gap is based on the difference in compensation of all women in the organization as compared with the compensation of all men in an organization. Our gender pay gap is driven by these factors. Pay gap does not take into account important factors such as role, job tenure, seniority and experience, work hours or any other factors that generally influence pay. For example, an increase in the number of men hired into mid to senior level positions within two of our legal entities, drove our mean bonus pay gap increase by 0.4%.
We invite you to read the report, which includes our U.K. overall figures, disclosure by legal entity and the extensive range of initiatives in place to support the professional and personal growth of all employees at the firm.
We confirm that the information included in this disclosure is accurate and meets the requirements of the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.
Filippo Gori, EMEA CEO
Gender Pay Gap Report – U.K. Overall*
| Representation | |
| Quartiles | Female | Male |
| Low Quartile | 50.6% | 49.4% |
| Low to Median | 41.6% | 58.4% |
| Median to High | 35.8% | 64.2% |
| High Quartile | 27.7% | 72.3% |
| Pay Gaps | Median | Mean |
| Hourly Pay | 18.9% | 24.3% |
| Bonus Pay | 35.2% | 53% |
| Female | Male | |
| % Employees Received Bonus | 94.3% | 94.0% |
*U.K. overall figures include all U.K. legal entities, including those with fewer than 250 employees.
Key findings on our overall U.K. figures:
- Over the past eight years, the pay gap has shown improvement across all measures
- Our mean hourly pay gap has narrowed by 1.8% from 26.1% to 24.3%
- Our median bonus pay gap has narrowed by 3.1% from 38.3% to 35.2%
- The representation of women in the top three pay quartiles has increased year over year
- The proportion of men and women receiving a bonus has increased from last year - men from 90.4% to 94% and women from 89% to 94.3%
U.K. Women in Finance Charter: Our Pledge
At JPMorganChase we believe that the firm’s long-term growth and success depend on its ability to attract, develop and retain talented employees and foster an inclusive work environment.
We signed the UK Women in Finance Charter in June 2018 when we had 24.4% female representation. We set a target to achieve 30% women in UK located roles at our top two levels (Managing Director and Executive Director) by December 2025.
As of June 2025 we had 29.5% female representation in senior management, this is a 0.2% increase from the same time in 2024. We do not believe we are on track to meet our Charter target of 30% by our deadline of December 2025.