UK Gender Pay Gap Report WeWork 2023

At WeWork, we strive to be a place where every individual is given the opportunity to advance through a meaningful and rewarding career.  We are committed to ensuring that all employees have the same access to senior roles and gender pay gap data helps us understand where we can identify areas to improve.

Overview

This report provides our Gender Pay Gap results for 2023 for WeWork International Limited, which employs our UK-based HQ teams, including leadership supporting the International region.

Measuring the pay gap

The GPG is the difference between men’s and women’s average pay across an organization, expressed as a percentage. It is determined by comparing the average pay for all men with the average pay for all women in an organization, without accounting for different roles, tenure, location or performance ratings. A positive percentage indicates the extent to which women earn, on average, less per hour than their male counterparts and a negative percentage indicates the extent to which women earn, on average, more per hour than their male counterparts. The closer the percentage is to zero, the smaller the pay or bonus gap.

The UK Government outlines its employer’s reporting guidance here.

The gender pay gap is distinct from equal pay, which refers to paying men and women equally for doing the same or equivalent work, and is a legal requirement in the UK.

Our Results for 2023

Our results continue to be impacted by the fact that some of our longest tenured and most senior roles were occupied by men during this reporting period.

Understanding our Gender Pay Gap

WeWork International Limited 

  • Our mean gender pay gap of 35.5% is a marginal increase against last year’s figure of 34.9%.
  • Our results continue to be impacted by the fact that some of our longest tenured and most senior roles were occupied by men during this reporting period. – move to under table
  • Our mean bonus pay gap has decreased to 41%, a substantial improvement from 57% in 2022.
  • Notably, we have seen 100% of females receiving a bonus against that of 99.4% males.

New Hires + Promotions

  • During the reporting period, we have seen 80 new hires – of whom 37% were female and 63% were male. During this period, we promoted 90 employees in total, 51.5% of these promotions were female and 48.5% were male.

Our Commitments

We continue to take steps to close our gender pay gap by removing barriers and creating an environment that encourages and enables female employees to succeed, whatever their career ambitions. These actions include:

  • Supporting female colleague’s career paths to grow into senior positions through both formal and informal sponsorship opportunities across our leadership team; offering them additional support, championing their growth, investing in their progress and boosting their visibility across the business.
  • Investing in our talent and development strategy that supports a fair hiring and selection process to bring real and lasting changes. This strategy is focused on ensuring that a diverse candidate pool is sourced and considered, and that each interview panel is diverse.
  • Championing our Employee Community Groups (ECGs); WeWork’s employee-led groups aim to foster a diverse, inclusive workplace aligned with WeWork’s mission and values to drive impactful change. Our Women of WeWork and Parents at WeWork ECGs in particular are focused on equal career development, internal networking and annual initiatives including employee-centric events that raise awareness of potential barriers and skill-building workshops that empower individuals to be heard. 
  • The Office of Inclusion seeks to promote inclusion and foster diversity to create a workplace where everyone feels welcome to be their authentic selves at work. These efforts include:
  1. Implementing annual mentoring circles with senior leadership teams that are designed to empower the professional development of diverse talent.
  2. Partnering with WeWork’s Global Diversity Leadership Council; a group of senior leaders across the globe who advocate, sponsor and support inclusion and diversity initiatives at WeWork.
  3. Proactively creating dialogues, forums and resources about inclusion and diversity in order to foster a culture of conversation.
Statutory declaration


The information and data provided in this report is accurate and in line with the requirements of the Gender Pay Gap Reporting Regulations.


Susan Catalano, Chief People Officer