Gender representation at WorldRemit

What is the gender pay gap?

Companies with over 250 employees in the UK are legally required to publish a snapshot of their gender pay gap on the 5th of April each year.

The gender pay gap is distinct from equal pay. Equal pay has been a legal requirement since the Equal Pay Act was introduced in the UK in 1970. The gender pay gap represents the difference between what men typically earn in an organisation compared to what women earn.

About our colleagues 

WorldRemit has a diverse global team with more than 40 nationalities based in over 20 countries. In the employing entity WorldRemit Services limited UK (WRSC), which is the entity applicable for this exercise, in April 2021, there were 259 full pay relevant employees, of which 51% are female. We continue to take various actions to close the gender pay gap in our organisation as well as to celebrate female successes amongst our employees and customers.

Our gender pay gap report

Click here to view our gender pay gap report for 2019/2020.

Click here to view our gender pay gap report for 2020/2021.

What are we doing to close our gender pay gap?

At WorldRemit, we pay women and men with the same performance and experience in equivalent roles equally. Despite our commitment to fair compensation, we do still have a gender pay gap due to the higher number of men in senior roles.  

The underrepresentation of women in senior and technology positions is a common challenge throughout the fintech industry, but WorldRemit aims to improve women’s representation by attracting, recruiting and retaining talented women. Here are some of our existing activities and plans, which may not be limited solely to our UK colleagues:

  • Attract – We’ll increase our outreach to engage with women in the technology community.  

  • Recruit – Our job adverts and role profiles are gender neutral to encourage qualified applicants of both genders to apply to relevant roles. Our Talent Acquisition team has committed to post our jobs in female oriented online job boards, and to aim to present 25% female candidates across all roles. 

  • Retain –

    • We offer 6 months of fully paid maternity leave

    • We’re building a pipeline of female leaders to increase the number of women in senior roles

    • We’ve launched a culture group to get people talking, mentoring and sharing ideas to make WorldRemit an inclusive workplace for all colleagues

    • We have invested in Peakon (employee engagement survey platform) which asks colleagues to rate and share opinions about WorldRemit’s D&I profile. This will allow us to focus on actions to support our approach to equality and belonging.

    • 75% of relevant male and 75% of relevant female colleagues received a bonus in the period 1 May 2020 to 30 April 2021. Not only does this show that we treat both male and females equitably with regards to variable pay, we are proud that we were able to recognise such a significant proportion of colleagues with a bonus.

We take equality seriously in WorldRemit; in addition to monitoring our Gender Pay Gap, we also conduct regular equal pay reviews across the globe, ensuring men and women performing equal work receive equal pay. 

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