At Oliver Wyman, we deeply value our people as our most important asset. We believe that leading with inclusion allows diverse perspectives and experiences to thrive, fostering innovation and enabling us to deliver transformative moments for our clients. We also recognize that broad representation brings significant business benefits, improves performance, and nurtures the next generation of leaders.
Below, we share our 2025 gender pay gap figures. As the UK market leader of Oliver Wyman, I confirm on behalf of our leadership team that the information and data in this report are accurate.
Lisa Quest
Head of UK and Ireland
Oliver Wyman
Oliver Wyman's UK gender pay gap report for 2025
Median hourly gender pay gap
Median bonus gender pay gap
Proportion of women and men receiving a bonus
Share of women in each pay quarter
Source: Oliver Wyman analysis
The gender pay gap measures the percentage difference in average earnings between all men and women, regardless of role. This is distinct from equal pay, which ensures equal pay for equal work.
Our mean hourly pay gap has decreased to 33.4% from 34.7%, while the median pay gap stands at 36.3%, slightly improved from 37.8% last year. These figures reflect ongoing progress over time, yet the pace of change remains insufficient.
We remain committed to improving gender balance across the firm, particularly at the most senior levels, and to addressing the challenges head-on to close the gender pay gap.
