Gender Pay Gap Report (UK) 2024

Gender Pay Gap Reporting

Snowflake Computing UK Limited (Snowflake) is publishing the findings of its UK Gender Pay Report.  The gender pay gap is a high-level snapshot of pay within a company, based on criteria set by the U.K. government. It measures the difference between the average earnings of male and female employees across an organisation, irrespective of their role and grade.

The gender pay gap is different to equal pay. Equal pay is about paying women and men equally for carrying out the same or equivalent role. This is a legal requirement in the UK. Through our ongoing fair pay analyses, we are confident that our male and female employees are paid equally for equivalent work.

Our Results 

In line with reporting requirements, Snowflake has reported its gender pay gap using six (6) reporting measures defined by the UK government. Our workforce as of April 2024 consisted of 75 female employees (23%) and 249 male employees (77%).

Hourly Pay Gap as at 5 April 2024 

*Note: Hourly pay includes base salary, bonus pay and other fixed components, if any, paid to relevant employees in the snapshot period.

Like many other companies in our industry, our gap is primarily attributed to a lower representation of women occupying senior sales, technical and management positions within our UK business.

Bonus Gap In the 12-month preceding 5 April 2024

*Note: The bonus calculations include commissions, variable compensation, corporate bonus, one-time bonuses, and taxable equity events received from 6 April 2023 to 5 April 2024.

The bonus pay gap is attributed to a higher representation of men than women in senior positions qualifying for higher bonuses. In addition, our sales team is predominantly male, with this cohort receiving commission as a key element of their compensation. 

Proportion of all UK employees receiving a bonus in the 12-month preceding 5 April 2024

Men 93%
Women 89%

These numbers vary due to the time of year that new hires joined Snowflake and eligibility for bonus payout.

Proportion of men and women in each pay quartile at 5 April 2024

The chart above shows the gender distribution across Snowflake within the UK in four equally-sized hourly pay quartiles, as per the reporting guidelines.

Actions we are taking

We have taken the following steps to continue to provide strong career opportunities to men and women, including:

• Broadening our talent pipeline – Refreshing recruitment processes to ensure we draw candidates from a number of different talent pipelines.. 

• Creating a supportive environment for our employees – At Snowflake, we strive to create a workplace where our employees can do their best work and drive their career growth in an environment where every employee feels they belong and are valued. We’re committed to fair-pay practices around the globe as well as family-friendly leave and benefits programmes that help people integrate work and life, including six months’ maternity leave and 12 weeks’ partner leave in the UK. 

• Tracking and analysing our gender pay gap reduction efforts – to drive insight and take appropriate actions.

Forthcoming Initiatives 

In addition, we are working on the following initiatives:

• Investment in recruiting more female talent, across the board and specifically for more senior roles. Our talent acquisition team will constantly scrutinise, review and improve existing recruitment processes to ensure that we are considering a full range of candidates at every level of the business.

• Improve accountability and monitoring using data analytics.

Declaration 

I confirm that the data reported here is accurate.

Sam Bailey 

EMEA, HR Director