Okta 2023 UK Gender Pay Gap Report

Overview

At Okta, our company culture is built on diversity, equity, and inclusion, and we believe that promoting equal pay is a critical component of this. We periodically monitor and improve our pay practices in an effort to align with our values, the current market, and 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.

Okta is also committed to transparency and empowering our people, two core values of the company. This is why we’ve now published three 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 first UK Gender Pay Report, based on the criteria established by the U.K. government. Moving forward we will publish this data on an annual basis.

Okta demographics and criteria considerations

• For U.K. gender pay gap reporting, companies must disclose the mean (average) and median (middle) pay gap between women and men across the U.K. workforce.
  • The data here represents Okta’s U.K. workforce as of April 5, 2022. 
  • 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 2022 pay period.  The bonus calculations include commissions, variable compensation, corporate bonus, one-time bonuses, and taxable equity events received from April 2021 to April 2022.
• 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, 2022, Okta had more men (254) than women (92) in its U.K. workforce, which 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

Alan Smith          
Okta UK Ltd. Director          
I confirm that the data reported here is accurate.