Diversity, equity and inclusion (DEI) are what set Mastercard apart by making us more adaptable, more innovative and more creative. In order to achieve this, we continually evaluate representation of people at all levels of the company. Our numbers show us where we stand and where we may need to take action. We strive to maintain a workplace built on decency and inclusion where everyone can thrive.
All data points below are as of December 31, 2023, unless otherwise stated.
It’s essential for our business that we foster a workplace where all employees feel valued, respected and empowered to reach their greatest potential. That includes equal pay for equal work, and continued progress toward closing the pay gap.
To support our commitment, we have established a framework for examining pay practices annually with the support of third-party analysis. All roles in our organization are reviewed and benchmarked to the external market and we assess compensation decisions for potential pay disparities by gender, among other categories. If disparities are found and not explained in an acceptable manner, appropriate responsive action is taken. Furthermore, we offer employees multiple channels to raise pay disparity concerns, such as our Ethics Helpline, our Employee Relations team or the Law Department.
Following the conclusion of the 2022 assessment and validation process, globally, women at our company earn $1.00 to every $1.00 earned by men. We also affirmed that people of color earn $1.00 for every $1.00 earned by white employees. The 2022 pay equity analysis results are based on action taken for the available employee population as of September 2022. Compensation data includes base, bonus and long-term incentives.
Additionally, as of September 2022, the median pay for women employees globally is 94.0 percent of the median for men employees, and in the U.S., the median pay for People of Color is 93.2 percent of the median for white employees.
*As of September 2022.
In April 2017, the UK Government introduced a requirement that both public and large private sector employers must publish an annual snapshot of what they pay their male and female employees. This has been designed to shine a spotlight on the issue and, ultimately, over time, improve gender pay disparity in the UK.
At Mastercard we aspire to ensure that men and women participate equally in all levels of our company, with the same access to compensation and career development opportunities. To achieve this, we continue to be committed to our existing initiatives, as well as to developing new approaches to improve how we recruit, retain and develop women.
Read the report for all Mastercard employees in the UK for 2023.
Read the report for all Mastercard employees in the UK for 2022.
Read the report for all Mastercard employees in the UK for 2021.
Read the report for all Mastercard employees in the UK for 2020.