WGEA Gender Pay Gap – Employer Statement

Our WGEA 2022-23 gender pay gap reflects a lower representation of women in senior roles – which is consistent across our industry. From a pay equity perspective which is about paying male and female employees equally for the same or similar role, UBS conducts annual pay reviews to ensure no gender bias exists. This review takes into account the role including supervisory level, span of control, business function, experience and current & past performance. We are confident that regardless of gender, employees are paid equally for the same or similar role, for work with equal value.

Our WGEA pay gap will only be narrowed by increasing the number of women in leadership and higher-paying roles. Our gender strategy is dedicated to increasing female representation in leadership. Our execution strategy is focused around three simple actions: hire more women, retain more women, and promote more women. These actions are underpinned by aspirational targets, management accountability and metrics to help us track progress. Our policies and practices are designed to ensure that all employees are treated fairly across all of our people activities, including fair pay.

UBS also contributes to the development of women at the early stage of their career by sponsoring programs at the school, university, internship and graduate level.

To learn more about how UBS is creating a diverse, equitable, and inclusive culture, visit our Diversity Page.
To learn more about our pay for performance philosophy please see our 2022 Compensation Report.