This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.
The gender pay data is a simple average figure for all employees within the UK workforce, irrespective of the job that they do. Frontier’s gender pay variance is largely a result of the high percentage of males in senior leadership and technical programming roles, which command a higher salaries.
Frontier regularly reviews remuneration arrangements to ensure that male and female staff receive equal pay for carrying out the same work, or equivalent work.
Gender Pay Report 2023
Introduction
Frontier believe that having a diverse workforce is key to the success of our games and business. At Frontier, we acknowledge and celebrate many gender identities, however throughout this report we will be referencing only to people who legally identify as male or female, as per the Gender Pay Gap Official Guidance, provided by the Government Equalities office, which only refers to two genders.
Frontier continues to endeavour to reduce our gender pay gap and are conscious that a focus on diversity, equity and inclusion is key. This latest Gender Pay Gap Report for 2023 demonstrates continued progress, with a further reduction in the difference between the mean rates of pay for males and females at Frontier.
Frontier’s aspiration is to increase and empower others, across all diverse backgrounds, to join our brilliant industry, filled with like-minded and creative individuals. We are committed to providing an environment in which everyone at Frontier has an equal opportunity to fulfil their potential.
The gaming industry occupies a unique space which brings together both the technology and creative industries. Forbes suggests that the gender representation imbalance currently sees just 30% of the workforce identifying as female in contrast to 61% identifying as male. This is despite women being recently recognised as representing half of the gaming population globally.
What is the Gender Pay Gap?
Since April 2017, under The Equality Act (Gender Pay Gap Information) Regulations 2016, employers with 250 or more employees are required to publish annual statutory Gender Pay Gap calculations. Frontier is required to calculate the following gender pay data:
- Gender Pay Gap (mean and median averages)
- Gender Bonus Gap (mean and median averages)
- Proportion of males and females receiving bonuses
- Proportion of males and females in each quartile of the organisation’s pay structure.
The data is required to be published on Frontier’s website and submitted to the Government Equalities Office by 4th April each year. Salary data is based on the snapshot date of 5th April 2023. The regulations also require employers to calculate and publish a separate gender bonus pay gap report that includes all bonus payments made in the 12 months leading up to and including the snapshot date of 5th April 2023. The Gender Pay Gap is the difference between the average hourly rate of pay received by all male and female employees across an organisation, irrespective of their role or seniority. This is distinct from Equal Pay Laws, which require males and females performing equal work to be paid equally. Gender Pay Gap reporting utilises two types of averages:
Mean
The mean Gender Pay Gap is the difference between the average hourly rates of pay for females compared with males. This is calculated by adding the rate of pay for each gender and dividing it by the number of employees, which is then reported as a percentage difference.
Median
The median Gender Pay Gap is established by ranking the hourly rate of pay for each gender from lowest to highest. The middle number for both ranges is taken and the percentage difference is then calculated.
Equal Pay
The Gender Pay Gap differs from Equal Pay Laws, which require males and females performing equal work to be paid equally. At Frontier, we are confident that employees are paid equally for equal work as a result of our internal benchmarking and annual salary reviews.
Our Data
The gender pay gap in this report is for the ‘snapshot’ date of 5th April 2023.
Gender & Bonus Pay Gap
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 14% | 7.64% |
| Bonus Pay Gap | 33.9% | 29.13% |
The median gender pay data for 2023 shows a variance of 7.64%, which is an increase of 0.81% from 2022. The mean gender pay data for 2023 shows a variance of 14%, this is a reduction of 0.33% from 2022.
Pay Quartiles
Proportion of male & female Frontier employees in each pay Quartile
Proportion of employees receiving a bonus
During the snapshot period, a bonus payment was made to all eligible employees in September 2022 through an all-staff annual bonus scheme. People employed by Frontier at 5th April 2023, who joined after the September bonus payment would therefore be represented in the data as “No Bonus Received”.
Frontier’s employee population by legal gender is 77% male and 23% female. We are pleased to see that our gender split has increased again since last year’s report, with Frontier’s female representation increasing by 3% from 20%. A look at representation by quartile has shown an increase in female representation at the lower, lower middle, and upper quartiles. This is showing the impact of internal promotions and the increase we have seen in the percentage of females joining the business. As referenced in the introduction, it is important to note that 1.3% of our employees, as of the reference period, identify outside of the Gender Pay Gap reporting genders as defined by the Government Equalities Office.
Looking Forward
Frontier have continued to see a reduction in elements of the gender pay gap since we first reported in 2017, with an increase in the number of females joining and remaining at the company. However, the gender imbalance within the software sector and games industry itself has, and continues to be, a significant challenge.
The Chartered Institute of IT announced in February 2024 that the number of females taking up computer science degrees grew by 10% on the previous year. Computing degrees saw a new record of 18,880 applications from women in 2024, which is a great sign that the candidate pool, from which Frontier recruits many of its roles, is continuing on its trajectory of growth.
Frontier will continue to analyse our internal company data regarding retention, turnover and promotion rates of our diverse talent across the business, and actively encourage more minority groups to pursue careers across all levels in the videogames industry. In addition, Frontier remain committed to continuous support for new and ongoing initiatives to reduce the Gender Pay Gap.
Jonny Watts
Chief Executive Officer
Frontier Developments Plc
Yvonne Dawes
Head of HR
Frontier Developments Plc
Statutory Disclosures
We confirm that the data in this report has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Downloads
- Download the complete 2023 report (.pdf, 435KB)
- Download the complete 2022 report (.pdf, 480KB)
- Download the complete 2021 report (.pdf, 955KB)
- Download the complete 2020 report (.pdf, 720KB)
- Download the complete 2019 report (.pdf, 528KB)
- Download the complete 2018 report (.pdf, 464KB)
- Download the complete 2017 report (.pdf, 436KB)
This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.
The gender pay data is a simple average figure for all employees within the UK workforce, irrespective of the job that they do. Frontier’s gender pay variance is largely a result of the high percentage of males in senior leadership and technical programming roles, which command a higher salaries.
Frontier regularly reviews remuneration arrangements to ensure that male and female staff receive equal pay for carrying out the same work, or equivalent work.
Gender Pay Report 2023
Introduction
Frontier believe that having a diverse workforce is key to the success of our games and business. At Frontier, we acknowledge and celebrate many gender identities, however throughout this report we will be referencing only to people who legally identify as male or female, as per the Gender Pay Gap Official Guidance, provided by the Government Equalities office, which only refers to two genders.
Frontier continues to endeavour to reduce our gender pay gap and are conscious that a focus on diversity, equity and inclusion is key. This latest Gender Pay Gap Report for 2023 demonstrates continued progress, with a further reduction in the difference between the mean rates of pay for males and females at Frontier.
Frontier’s aspiration is to increase and empower others, across all diverse backgrounds, to join our brilliant industry, filled with like-minded and creative individuals. We are committed to providing an environment in which everyone at Frontier has an equal opportunity to fulfil their potential.
The gaming industry occupies a unique space which brings together both the technology and creative industries. Forbes suggests that the gender representation imbalance currently sees just 30% of the workforce identifying as female in contrast to 61% identifying as male. This is despite women being recently recognised as representing half of the gaming population globally.
What is the Gender Pay Gap?
Since April 2017, under The Equality Act (Gender Pay Gap Information) Regulations 2016, employers with 250 or more employees are required to publish annual statutory Gender Pay Gap calculations. Frontier is required to calculate the following gender pay data:
- Gender Pay Gap (mean and median averages)
- Gender Bonus Gap (mean and median averages)
- Proportion of males and females receiving bonuses
- Proportion of males and females in each quartile of the organisation’s pay structure.
The data is required to be published on Frontier’s website and submitted to the Government Equalities Office by 4th April each year. Salary data is based on the snapshot date of 5th April 2023. The regulations also require employers to calculate and publish a separate gender bonus pay gap report that includes all bonus payments made in the 12 months leading up to and including the snapshot date of 5th April 2023. The Gender Pay Gap is the difference between the average hourly rate of pay received by all male and female employees across an organisation, irrespective of their role or seniority. This is distinct from Equal Pay Laws, which require males and females performing equal work to be paid equally. Gender Pay Gap reporting utilises two types of averages:
Mean
The mean Gender Pay Gap is the difference between the average hourly rates of pay for females compared with males. This is calculated by adding the rate of pay for each gender and dividing it by the number of employees, which is then reported as a percentage difference.
Median
The median Gender Pay Gap is established by ranking the hourly rate of pay for each gender from lowest to highest. The middle number for both ranges is taken and the percentage difference is then calculated.
Equal Pay
The Gender Pay Gap differs from Equal Pay Laws, which require males and females performing equal work to be paid equally. At Frontier, we are confident that employees are paid equally for equal work as a result of our internal benchmarking and annual salary reviews.
Our Data
The gender pay gap in this report is for the ‘snapshot’ date of 5th April 2023.
Gender & Bonus Pay Gap
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 14% | 7.64% |
| Bonus Pay Gap | 33.9% | 29.13% |
The median gender pay data for 2023 shows a variance of 7.64%, which is an increase of 0.81% from 2022. The mean gender pay data for 2023 shows a variance of 14%, this is a reduction of 0.33% from 2022.
Pay Quartiles
Proportion of male & female Frontier employees in each pay Quartile
Proportion of employees receiving a bonus
During the snapshot period, a bonus payment was made to all eligible employees in September 2022 through an all-staff annual bonus scheme. People employed by Frontier at 5th April 2023, who joined after the September bonus payment would therefore be represented in the data as “No Bonus Received”.
Frontier’s employee population by legal gender is 77% male and 23% female. We are pleased to see that our gender split has increased again since last year’s report, with Frontier’s female representation increasing by 3% from 20%. A look at representation by quartile has shown an increase in female representation at the lower, lower middle, and upper quartiles. This is showing the impact of internal promotions and the increase we have seen in the percentage of females joining the business. As referenced in the introduction, it is important to note that 1.3% of our employees, as of the reference period, identify outside of the Gender Pay Gap reporting genders as defined by the Government Equalities Office.
Looking Forward
Frontier have continued to see a reduction in elements of the gender pay gap since we first reported in 2017, with an increase in the number of females joining and remaining at the company. However, the gender imbalance within the software sector and games industry itself has, and continues to be, a significant challenge.
The Chartered Institute of IT announced in February 2024 that the number of females taking up computer science degrees grew by 10% on the previous year. Computing degrees saw a new record of 18,880 applications from women in 2024, which is a great sign that the candidate pool, from which Frontier recruits many of its roles, is continuing on its trajectory of growth.
Frontier will continue to analyse our internal company data regarding retention, turnover and promotion rates of our diverse talent across the business, and actively encourage more minority groups to pursue careers across all levels in the videogames industry. In addition, Frontier remain committed to continuous support for new and ongoing initiatives to reduce the Gender Pay Gap.
Jonny Watts
Chief Executive Officer
Frontier Developments Plc
Yvonne Dawes
Head of HR
Frontier Developments Plc
Statutory Disclosures
We confirm that the data in this report has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Downloads
- Download the complete 2023 report (.pdf, 435KB)
- Download the complete 2022 report (.pdf, 480KB)
- Download the complete 2021 report (.pdf, 955KB)
- Download the complete 2020 report (.pdf, 720KB)
- Download the complete 2019 report (.pdf, 528KB)
- Download the complete 2018 report (.pdf, 464KB)
- Download the complete 2017 report (.pdf, 436KB)