UK Gender Pay Gap 2024 Disclosure

Learn more about how we cultivate and harness world-class intellectual capital and expertise to solve our clients’ most complex challenges.

What We Do

We harness every resource, insight, relationship, and competitive advantage to drive superior results for our clients.

Serving Clients

Analysis and perspectives on the global economy and markets, from across Goldman Sachs

Insights

Our award-winning podcast features Goldman Sachs leaders on the key issues shaping the global economy.

Goldman Sachs Exchanges

We aspire to be the world’s most exceptional financial institution.

Our Firm

We help entrepreneurs create jobs and economic opportunity through rigorous business education programs, access to capital, and networking.

10,000 Small Businesses

There are many chapters in a career. There is only one Goldman Sachs.

Careers

<a href="/careers/students/programs-and-internships">Applications are now open for the Goldman Sachs 2026 Americas Summer Internship Program.</a>

2026 Americas Summer Internship Program

"UK Gender Pay Gap 2024 Disclosure"

"Memorandum from Richard Gnodde, Anthony Gutman and Kunal Shah to Goldman Sachs Employees\r\nToday, we published the annual UK gender pay gap disclosure for Goldman Sachs International (GSI), Goldman Sachs (UK) SVC Limited (GSUL), and Goldman Sachs Asset Management International (GSAMI).\r\nThe UK gender pay gap disclosure is not a measure of whether we pay men and women equal pay for equal work – which is what we do at Goldman Sachs. The UK gender pay gap disclosure assesses pay without adjusting for factors such as seniority or role type.\r\nBased on a snapshot of 5 April 2024, the aggregated mean hourly pay gap across our UK entities is 41.4 percent (vs 46.2 percent last year), which is based on the total number of men versus women across all levels. For more information regarding the individual entities, please view the full results below. These numbers reflect that despite the progress we have made, we still have work to do,&nbsp;and we will continue to focus on attracting and retaining diverse, exceptional talent.\r\nThe firm recognizes that it needs the most talented people to deliver outstanding results for clients, and that the diversity of its workforce, including a diversity of perspectives, enhances its performance-based culture and is critical to its commercial success.\r\nRichard, Anthony and Kunal\r\n"

Memorandum from Richard Gnodde, Anthony Gutman and Kunal Shah to Goldman Sachs Employees
Today, we published the annual UK gender pay gap disclosure for Goldman Sachs International (GSI), Goldman Sachs (UK) SVC Limited (GSUL), and Goldman Sachs Asset Management International (GSAMI).
The UK gender pay gap disclosure is not a measure of whether we pay men and women equal pay for equal work – which is what we do at Goldman Sachs. The UK gender pay gap disclosure assesses pay without adjusting for factors such as seniority or role type.
Based on a snapshot of 5 April 2024, the aggregated mean hourly pay gap across our UK entities is 41.4 percent (vs 46.2 percent last year), which is based on the total number of men versus women across all levels. For more information regarding the individual entities, please view the full results below. These numbers reflect that despite the progress we have made, we still have work to do,&nbsp;and we will continue to focus on attracting and retaining diverse, exceptional talent.
The firm recognizes that it needs the most talented people to deliver outstanding results for clients, and that the diversity of its workforce, including a diversity of perspectives, enhances its performance-based culture and is critical to its commercial success.
Richard, Anthony and Kunal

"Charts \r\n Hourly Pay and Bonus Pay \r\nThe information below shows our mean and median gender pay gap and bonus gap for our combined UK group entities (all UK) and three individual UK group entities Goldman Sachs International (GSI), Goldman Sachs (UK) SVC Limited (GSUL) and Goldman Sachs Asset Management International (GSAMI) as at the snapshot date (i.e. 5 April 2024 (pay) and in the 12-month reference period to 5 April 2024 (bonus)).\r\n"

Charts 
 Hourly Pay and Bonus Pay 
The information below shows our mean and median gender pay gap and bonus gap for our combined UK group entities (all UK) and three individual UK group entities Goldman Sachs International (GSI), Goldman Sachs (UK) SVC Limited (GSUL) and Goldman Sachs Asset Management International (GSAMI) as at the snapshot date (i.e. 5 April 2024 (pay) and in the 12-month reference period to 5 April 2024 (bonus)).

"Proportion Receiving a Bonus\r\nThis chart shows proportion receiving a bonus by gender\r\n"

Proportion Receiving a Bonus
This chart shows proportion receiving a bonus by gender

"The proportion of women and men at each hourly pay quartile\r\nThe information below shows gender distribution across our combined UK group entities (all UK) and each individual UK group entity across four equally-sized quartiles. The quartiles demonstrate the fact that we have a higher proportion of women than men in more junior roles and a higher number of men than women in senior and management roles.\r\n"

The proportion of women and men at each hourly pay quartile
The information below shows gender distribution across our combined UK group entities (all UK) and each individual UK group entity across four equally-sized quartiles. The quartiles demonstrate the fact that we have a higher proportion of women than men in more junior roles and a higher number of men than women in senior and management roles.

"I confirm the accuracy of the 2024 Goldman Sachs UK Gender Pay Gap calculations in the above report.\r\n- Ruth Smithson\r\n"

I confirm the accuracy of the 2024 Goldman Sachs UK Gender Pay Gap calculations in the above report.
- Ruth Smithson

Accessibility Notice:&nbsp;A&nbsp;<a href="/transcript-requests">transcript is available&nbsp;</a>for any video on this page.