CGI continues to embrace diversity, equity and inclusion as a priority, so I’m pleased to be sharing this second ethnicity representation and pay gap report. This report examines how ethnic minority members* are represented through our organisation in the UK and also reports our ethnicity pay gap based on the same methodology as used for gender pay reporting. The report explores the findings which help us continue to drive progress in being an inclusive employer.

At CGI we aim to have a level of ethnic diversity that reflects that of the society within which we operate. It’s therefore good to see that the proportion of all members who indicated that they identify themselves as ethic minority background for 2022 is 16.2%**, compared to 14.4% a year earlier. These figures are explored in more detail in the Ethnicity Representation section of this report. As the England and Wales 2021 census data was published since our last report, we’re able to use more up-to-date national demographic data. 

On pay, our ethnicity pay gap now stands at a mean value of 6.9% and a median value of 3.1%. This is slightly higher than a year earlier when the reported figures were 4.3% and 2.1% respectively. This is mainly due to the increased representation of ethnic minority members within the lower (pay) quartiles at CGI, driven by a higher intake in our graduate and student group.

Our attention to ethnic minority representation and pay fairness is only one aspect of our overall Diversity, Equity & Inclusion (DE&I) strategy at CGI, with a range of initiatives underway to continue building our inclusive culture. It’s a strategy that I, together with my leadership team, remain focused on and committed to.

Tara - president-cgi-uk-operations

Tara McGeehan – President, CGI UK & Australia

* As a company with a unique ownership culture, we call our employees ‘members’ as the majority are shareholders in our company.

** Data as at April 2022

Download the full report


Previous reports