Diversity, equity and inclusion (DEI) are what set Mastercard apart by making us more adaptable, more innovative and more creative. In order to achieve this, we continually evaluate representation of people at all levels of the company. Our numbers show us where we stand and where we may need to take action. We strive to maintain a workplace built on decency and inclusion where everyone can thrive.
All data points below are as of December 31, 2022, unless otherwise stated. Senior management is defined as senior vice president and above.
Equality is one of the foundational cores of our commitment to building an inclusive, high-performing culture at the company, so we remain dedicated to practices designed to ensure there is equal pay for equal work.
To support our commitment, we have established a framework for examining pay practices annually with the support of third-party analysis. All roles in our organization are reviewed and benchmarked to the external market and we assess compensation decisions for potential pay disparities by gender, among other categories. If disparities are found and not explained in an acceptable manner, appropriate responsive action is taken. Furthermore, we offer employees multiple channels to raise pay disparity concerns, such as our Ethics Helpline, our Employee Relations team or the Law Department.
Following the conclusion of the 2021 assessment and validation process, globally, women at our company earn $1.00 to every $1.00 earned by men. We also found that U.S. employees who identify as nonwhite earned $1.00 for every $1.00 earned by white employees. The 2021 pay equity analysis results are based on action taken for the available employee population as of September 2021. We affirmed that Black, Hispanic and Asian employees earn $1.00 for every $1.00 earned by white employees. Compensation data includes base, bonus and long-term incentives.
Additionally, as of September 2021, the median pay for women employees globally is 93.2 percent of the median for men employees, and in the U.S., the median pay for People of Color is 92.6 percent of the median for white employees.
*As of September 2021.
In April 2017, the UK Government introduced a requirement that both public and large private sector employers must publish an annual snapshot of what they pay their male and female employees. This has been designed to shine a spotlight on the issue and, ultimately, over time, improve gender pay disparity in the UK.
At Mastercard we aspire to ensure that men and women participate equally in all levels of our company, with the same access to compensation and career development opportunities. To achieve this, we continue to be committed to our existing initiatives, as well as to developing new approaches to improve how we recruit, retain and develop women.
Read the report for all Mastercard employees in the UK for 2022.
Read the report for all Mastercard employees in the UK for 2021.
Read the report for all Mastercard employees in the UK for 2020.