Gender pay gap (Consulting - Big 4)

[PayGap]

Hello lovely people. For a long time I have been wondering about the gender pay gap in the big 4 organizations, i.e., I know it exists but how big is the gap? It is quite frustrating to realize that you are being paid significantly less for the same amount of work/effort.

I believe organizations should be more transparent about salary bands but sadly they are not. So far, I have n't been able to find helpful information that can help me compare, hence thought of starting this thread. There are quite useful discussions on Reddit but mainly they are for US and not for UK organizations.

Hopefully this will help all of us assess where we are on the pay spectrum and use this information to negotiate and bridge the gap (wishful thinking?).

I will go first with my details, let's follow the following format to share so that we can compare. Feel free to also share (if comfortable), salaries of people you know who work in Big 4/Consulting. This is specifically for Big 4 Consulting, but please share for others if you find that helpful. PS. I have name changed for the thread.

Big 4 - Deloitte - Consulting
Gender: Female
Years of relevant experience - 8 years
Grade: Senior Consultant
Base pay: £50K
Benefits: £5K
Ethnic minority: Yes
Location: London

Who's next?

IME in my industry anyway.

It doesn't work like that.

Why would they promote and pay more etc if a person is doing all the stuff really well for what they're on?

80k for that type of role in London is not senior manager level.

At least in my industry and my understanding of OP type role at those types of companies is that it would be similar or more.

I'm really taken aback by the numbers she gave.

She needs to move. That's the way to get decent increases.

My industry is big 4. I was a senior manager a couple of years ago. We share the pay bands internally. They are very consistent with the other big4. It starts a bit under 80k for senior manager I think.

In london by the way.

@timeisnotaline

My industry is big 4. I was a senior manager a couple of years ago. We share the pay bands internally. They are very consistent with the other big4. It starts a bit under 80k for senior manager I think.

It was in the news recently that the big 4 are adjusting their pay bands to be competitive this year, this was also mentioned in one of internal meetings. They dint share the bands but some of the employees commented that M being paid ~ high 80 s to 90 in another big 4.

I have n’t been here for all these 8 years, been only for the past couple. My first few years were in a different country / but same area.

Performance reviews - in my op unit they don’t share ratings now, but both times it was “exceed expectations. “ I guess it s now exceed/meet/ below.

This post is mainly not about my years of experience and promotion. What I am frustrated about was having the same grade and lower salary as compared to someone with similar experience.

Deloitte s been sharing promotion and salary news this week. Between posting the original post and now, I have come to know that I have been promoted to M, with a new salary of high 60s, which the company sold as - as this s awesome as it’s such a big jump. My thoughts are -

1. Yes a massive jump BUT for the past 2-3 years I was being paid a very low salary for the same work
2. A male colleague at SC grade s earning 60k while I will be earning high 60s at M grade
3. My comment above about big 4 adjusting salary bands particularly for C, SC , M levels.
4. Checked glass door, avg M grade salary at D is mid 70s

Brings me back to the same question - is it competitive for my grade or the company s yet again doing what they did at the SC grade.

But really, thank you all for sharing your experience with me. It has been very very helpful.

They are all adjusting the salary bands across the big 4 mainly because they found staff were very unhappy with last year and the stuck in a small room video meeting 11 hours a day and either juggling it with parenting or covering the work for those who are juggling it with parenting, that’s a fairly global change. So industry seemed much more attractive and they are struggling with getting new staff. And broader themes of juniors not willing to do the hours at the big names for low pay just for the prestige so also magic circle and investment banks- Goldman’s giving grads pay hikes.
Congratulations! Exceeding sounds like a 2 to me and it’s a good rating. I think you need to look more broadly than your 1 colleague, as i said while it could be gender pay gap that example sounds exactly like every lateral - they come in on higher amounts. The not such a large jump to the next band is also normal. I’ve been shocked at people who were highly paid in the band being stunned at the teeny pay rises when they get promoted as they start at the bottom of the next-they’ve been there for years and don’t seem to know how it works. Basically you are there for the experience and opportunity not the pay, and If that doesn’t feel like a fair pay off then it’s time to leave - obviously most people leave eventually and a few make partner . Serious pay and bonus starts at director level, with some senior manager exceptions for unique skill sets (and blag). As a manager you are in a much better position to springboard somewhere else with a decent salary than you were a week ago!

It’s also generally a very difficult career to manage if you imagine going part time for a few years. My advice to colleagues is sure go part time but start looking for another job. Big 4 just don’t support it.

It’s not a competitive salary for your grade. It’s the bottom of the grade. Everyone is promoted to the bottom pay band of the next grade unless that’s a pay cut. The average salary reflects that just about only the newly promoted are on that pay and hiring laterals in skews it up. Do a good job and jump to another big 4 and you’d get more.