Our gender pay gap information, 2020/21


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An April 2021 snapshot of Improbable’s gender representation and statutory pay gap data, including actions we’re taking to ensure progress

At Improbable, we see building a diverse and inclusive workforce as an important enabling step in our success as a business – and to ensure the virtual worlds we are helping to create are themselves welcoming and inclusive.

As we approach the end of another financial year, we have a clearer picture on the progress of our UK gender pay gap and diversity and inclusion initiatives.

The number of women represented at the company has increased to 21.3% in April 2021 compared to 19.6% in April 2020. This is an increase of 1.7% in 2021 vs 0.21% for 2020. Although this overall figure is in line with industry averages, we do not think this average is good enough and continue to work on company-wide initiatives to make positive change.

GPG2022 UK representation by gender over time

Note: In our report, gender definitions are based on current legal definitions and collection requirements. However, we recognise not everyone’s gender identity fits within this binary, and not everyone is yet legally able to be defined as the gender they would like to be.

UK gender pay gap

The gender pay gap (GPG) is a measure mandated by the UK government that gives visibility to pay distribution at work. It calculates the difference in average hourly earnings and bonus pay between men and women throughout an organisation, regardless of seniority or role type.

Companies that employ more than 250 people are legally required to publish a snapshot of their gender pay gap on 5 April each year. As of April 2022, almost 450 people work at Improbable in our UK entity. To meet our legal requirements and meet our commitment to transparency, we are therefore sharing our data for April 2021.

We’ve seen a 2.42% reduction in the mean gender pay gap (GPG), from 26.18% in April 2020 to 23.76% in April 2021, which represents a 6.24% reduction since April 2019.

GPG2022 UK GPG over time

Above: A comparison of GPG mean and median results by quarter over time, from April 2020 to April 2021.

The median GPG saw a 4.70% increase between April 2020 (23.83%) and April 2021 (28.53%). During this period the median hourly rate for males increased from £38 to £40.36.

A key contributing factor to this was the higher number of junior male leavers, compared to those who were paid above the male median hourly rate. Further, the median hourly rate for females showed a tiny decrease from £29 to £28.85, due in part to the significant increase in junior, female new hires.

Pay quartiles

The chart below shows the gender split within four equal quartiles and the percentage of female employees within each salary quartile. The top quartile is the top 25% of earners. Women are more highly represented in the lower quartile than in any other. There has been a slight increase in women represented in the lower middle quartile, from 26% in April 2020 to 29% in April 2021. There has also been an increase in the upper middle quartile, from 12% in April 2020 to 20% in April 2021, and a slight increase in the upper quartile, from 6% to 8%.

GPG2022 Pay Quartiles

Bonus payments

A small proportion of employees received bonus payments in the 2020/21 financial year. During this period, we did not have any performance bonuses. The table below reflects sign-on and sales bonuses, given to a small number of employees.

GPG2022 Bonus payments

Why we have a gender pay gap

Improbable’s GPG average is lower due to the lower number of women in higher salary levels compared to male counterparts. This is because of two key factors:

  • Fewer women represented in technical roles.
  • A lower proportion of women employed at senior leadership levels vs less senior levels.

While the reporting process doesn’t account for job level, tenure, country of residence, or other similar variables, we firmly believe there is more we can do as a business to help ensure female employees are better represented at all levels of the organisation.

Equal pay

It is important to highlight that the data for reporting gender pay gap statistics is not the same as reporting on ‘equal pay for equal work’ – we make it a priority to ensure that equivalent work is remunerated equally and without differences based on gender. Improbable has a commitment to be compliant with the UK government’s 2010 Equality Act and other global equivalents. In each of our performance reviews, we complete an audit of the compensation and promotion outcomes and are satisfied that we are meeting our obligations and our self-imposed standards.


2021 was a very active year for our diversity, inclusion and belonging agenda. We made culture and inclusion a compulsory part of global onboarding and our leadership programme. We piloted autism, LGBTQ+ and bias learning events, and continued to engage with external inclusion events, such as Mental Health Awareness Week, Black History Month, International Women’s Day and Pride.

Internal data suggests that while these and other company-wide activities are contributing positively to our employees’ sense of how inclusive our culture is, we recognise the desire to see a greater shift in terms of visible diversity. To increase overall representation, our year-to-date (YTD) hire percentage and retention numbers are both key to us seeing meaningful impact.

With this in mind, we will continue the work of implementing our strategy through local, employee-led guilds, along with centralised resource focused on:

  • Mentoring for women: Ensure our female engineers have access to mentoring and career sponsorship from our most senior executives.
  • Communication and clarity: Ensure internal mobility and promotion opportunities are clearly communicated to employees and that they have access to up-to-date information on our compensation practices.
  • Data: Continue to provide employees with quarterly data insights on progress we’re making on diversity, inclusion and belonging (DIB).
  • Company-wide education: Ensure all employees have participated in targeted diversity, inclusion and belonging (DIB) learning events, such as around bias, hiring and building empathy.
  • Career progression: Ensure employees understand the different career paths available to them and are able to access relevant learning opportunities to grow and develop.

Statutory declaration

We confirm that the information and data in this report are accurate and in line with the requirements of the gender pay gap reporting regulations.

Signed by:

  • Natalia Strauch, Chief People Officer
  • Herman Narula, CEO

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