Okta 2024 UK Gender Pay Gap Report

At Okta, we weave diversity, equity, and inclusion into our people processes and programs, and we believe that promoting equal pay is a critical component. We periodically monitor and improve our pay practices in an effort to align with our talent strategy and the current market, as well as to support our employees in achieving their full potential. Separate from publishing the report below, Okta has committed to:

• Conducting an annual company-wide gender pay analysis to correct gaps when identified and ensure we are using best practices when reviewing salaries.
• Reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers to equality.
• Having guidelines in place when reviewing any compensation exception requests. If an exception is requested, we review those exceptions in relation to our guidelines and internal parity.

As part of Okta’s commitment to diversity, equity and inclusion, we’ve also published four annual State of Inclusion reports that showcase the diversity within our organization and what we are doing to drive real change in creating more balanced teams across the globe.

In line with these values, Okta is publishing the findings of its second UK Gender Pay Report, based on the criteria established by the UK government. 

Highlights

We are proud to highlight the following areas where the company made significant progress when compared to last year’s Gender Pay Report:

• The mean hourly pay gap between men and women was reduced by approximately 43%.
• The percentage of women receiving a bonus increased by approximately 10%, and the gap between men and women receiving a bonus narrowed from approximately 8% to 2%.
• Women in the top pay quartile increased by approximately 8%.

You can reference Okta’s 2023 Gender Pay Report here.

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, 2023.
  • Unlike Okta’s annual company-wide gender pay analysis, the calculations below do not compare compensation that women and men receive for performing the same or comparable roles. Rather, they showcase pay differences for all male UK employees in relation to all female UK employees.¹
  • The hourly calculations include ordinary pay, as well as commission, variable compensation and one-time bonuses received during the April 2023 pay period.  The bonus calculations include commissions, variable compensation, corporate bonus, one-time bonuses, and taxable equity events received from April 2022 to April 2023.
• Companies must also report on the percentage of men and women in each pay quartile. This is done by ranking the workforce from highest to lowest earners by hourly pay and breaking the group into four equal parts (i.e., quartiles).
  • On April 5, 2023, Okta had more men (71.8%) than women (28.2%) in its UK workforce, which is an increase of 1.6% in female representation from last year’s Gender Pay Report (26.6%) and aligns with the gender diversity data represented in Okta’s annual State of Inclusion Report.
• Finally, companies report on the percentage of men and women receiving bonus pay.    
  • All employees, regardless of gender, are eligible for various forms of bonus pay at Okta.  Depending on when an employee was hired, they may not have received bonus pay during the period reflected in this report.

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

Average pay difference between men and women

Proportion of men and women in each pay quartile

Percentage receiving bonus pay

Janna Groisman
VP, People
I confirm that the data reported here is accurate.