Overview
At Okta, we periodically monitor and make adjustments to our pay practices in an effort to better align our talent strategy and the current market, as well as to support our employees in achieving their full potential.
In line with that effort and as required by The Equality Act 2010 (gender pay gap information) Regulations 2017, Okta is publishing the findings of its third UK gender pay report, based on the criteria established by the UK government.
Highlights
The company made significant progress when compared to last year’s gender pay gap report:
- The mean hourly pay gap between women and men was reduced by approximately 39%.
- The median hourly pay gap between women and men was reduced by approximately 31%.
- The mean and median bonus gap between women and men were reduced by approximately 37% and 12% respectively.
- The percentage of women in the lower pay quartile was reduced by approximately 17%.
Okta demographics and criteria considerations
- For UK gender pay gap reporting, companies must disclose the mean (average) and median (middle) pay gap between women and men across the UK workforce. The data here represents Okta’s UK workforce as of April 5, 2024. On April 5, 2024, Okta’s UK workforce consisted of 71.8% men and 28.2% women.
- The calculations below do not compare compensation that women and men receive for performing the same or comparable roles at Okta. Rather, they showcase pay differences for all male UK employees in relation to all female UK employees.1 That we employ more men than women, and that men occupy more roles with high variable compensation components (e.g., sales) is reflected in this report.
- Companies report on the percentage of men and women receiving bonus pay, as well as the percentage of men and women in each pay quartile. Quartiles are determined by ranking the workforce from highest to lowest earners by hourly pay and breaking the group into four equal parts (i.e., quartiles).
- Hourly calculations include ordinary pay, as well as commission, variable compensation and one-time bonuses received during the April 2024 pay period.
- Bonus calculations include commissions, variable compensation, corporate bonus, one-time bonuses, and taxable equity events received from April 2023 to April 2024. Employees, regardless of gender, may be eligible for various forms of bonus pay which depends on when their hiring date and their performance. For example, employees hired after the cutoff for the annual merit cycle would not be reported as receiving bonus pay during the reporting period.
1 Calculations are made using all relevant and full-pay employees in accordance with the criteria established by the U.K. government.
Okta UK employee gender pay gap data for period April 2023 - April 2024
Average pay difference between men and women
| Mean | Median | |
|---|---|---|
| Hourly Pay | 6.9% | 15.9% |
| Bonus Pay | 21.7% | 40.7% |
Proportion of men and women in each pay quartile
| Men | Women | |
|---|---|---|
| Top Quartile | 76.1% | 23.9% |
| Upper Middle Quartile | 81.9% | 18.1% |
| Lower Middle Quartile | 66.7% | 33.3% |
| Lower Quartile | 62.5% | 37.5% |
Percentage receiving bonus pay
| Men | Women |
|---|---|
| 98.5% | 92.6% |
MacKenzie Watson
Senior Director, Global Employee Relations & Compliance on behalf of Okta UK Ltd.
I confirm that the data reported here is accurate.