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UK Equity Gender Index

Diversity, equity, inclusion, and belonging (DEIB) are critical to Dynatrace’s mission in supporting businesses to make possibilities reality across all teams. We’re committed to a workplace where all employees and customers feel valued and respected.

We strive to create an inclusive culture where individuality is valued, and integrity is deeply embedded in everything we do.

Each year in the UK, companies with at least 250 employees must calculate and publish on their website the results of the Gender Equity Index.

Key gender pay gap figures

At Dynatrace:

  • Women earned 98p for every £1 that men earned (comparing median hourly pay)
  • Women made up 46% of employees in the highest paid quarter, and 41% of employees in the lowest paid quarter
  • 41% of women received bonus pay, compared with 50% of men
  • Women’s bonus pay was 11% higher than men’s (comparing median bonus pay)

Hourly pay

At Dynatrace:

  • Women’s median hourly pay was 2% lower than men’s - this means they earned 98p for every £1 that men earned when comparing median hourly pay
  • Women’s mean (average) hourly pay was 3% lower than men’s

Pay quarters

At Dynatrace, women made up:

  • 46% of employees in the upper hourly pay quarter (highest paid jobs)
  • 41% of employees in the upper middle hourly pay quarter
  • 53% of employees in the lower middle hourly pay quarter
  • 41% of employees in the lower hourly pay quarter (lowest paid jobs)

Bonus pay

At Dynatrace:

  • Women’s median bonus pay was 11% higher than men’s - this means they earned £1.11p for every £1 that men earned when comparing median bonus pay
  • Women’s mean (average) bonus pay was 7% higher than men’s
  • 41% of women and 50% of men received bonus pay

Below are some measures Dynatrace has initiated to continue to foster a safe and inclusive culture to Innovate with Passion, Engage with Purpose, and Win with Integrity.

  • Analysis of compensation and classification of employees in the same position with equivalent skills, performance and work experience
  • Implement corrective measures if pay gaps are identified within the same level and age group.

We confirm that the gender pay gap data is accurate for the entity reported herein.

Kristofer Karsten, Director People Business Partner

Kristofer Karsten
Director People Business Partner