UK Gender Pay Gap Narrative
Who is Juniper Networks?
At Juniper, we aim to deliver networking experiences that transform how people connect, work and live, and we expect the same clarity and consistency in how we approach inclusion and reward. We take a gender‑neutral, market‑informed approach to pay that rewards performance fairly and transparently.
The Gender Pay Gap Report
The Gender Pay Gap Regulations require all employers with 250 or more employees in the UK on the snapshot date of 5 April 2025, to report six specific metrics:
- The mean gender pay gap. This is the difference between the mean hourly rate of pay between all male full-pay relevant employees and all female full-pay relevant employees, as of the snapshot date;
- The median gender pay gap. This is the difference between the median hourly rate of pay between all male full-pay relevant employees and all female full-pay relevant employees, as of the snapshot date;
- The mean bonus gap. This is the difference between the mean value of bonus paid to all relevant male employees and the mean value of bonus paid to all relevant female employees in the 12 months prior to the snapshot date;
- The median bonus gap. This is the difference between the median value of bonus paid to all relevant male employees and the median value of bonus paid to all relevant female employees in the 12 months prior to the snapshot date;
- The percentage of males and females paid a bonus in the 12 months prior to the snapshot date; and
- The percentage of males and females in each of four equal quartiles based on hourly pay at the snapshot date.
The gender pay gap is calculated across Juniper’s entire UK population, regardless of role and is not an assessment of equal pay. The gender pay gap can be significantly affected by the gender balance of an entire organisation. Equal pay is concerned with the pay that men and women receive for comparable roles. Juniper is committed to paying equally regardless of gender.
Our Results
We have set out below our gender pay gap statistics in relation to the 5 April 2025 snapshot:
|
|
2025 |
|
Mean gender pay gap |
26.0% |
|
Median gender pay gap |
28.5% |
|
Mean bonus gap |
32.2% |
|
Median bonus gap |
48.9% |
|
Proportion of men receiving a bonus |
98.3% |
|
Proportion of women receiving a bonus |
100.0% |
How we interpret our gap
We are committed to fair, transparent and consistent pay and regularly review our internal practices to ensure people are paid equally for equivalent work. The gender pay gap is a broader, population‑level measure of average earnings across our UK workforce; it is very different to equal pay – the legal rights to be paid equally for the same or similar roles.
Our 2025 pay and bonus gaps continue to be driven by representation patterns across the business. We have fewer women in higher‑paid technical, sales and leadership roles, and more in the lower-paid bands.
Over time we have slowly been attracting more women to careers at Juniper. In 2022, 25.4% of our workforce were women; in 2025, 28.7%. As we continue to attract more women to our workforce, we must ensure we can retain and support our female talent to reach their potential and remove any barriers to this.
About Juniper and HPE
On 2 July 2025, Hewlett Packard Enterprise completed its acquisition of Juniper Networks. Our combined networking portfolio is now brought together as part of HPE’s broader business. Employees of Juniper Networks UK Ltd will transfer into HPE as of 1 January 2026 and so this will be the final report for this entity.
I confirm that the gender pay and bonus gap figures are accurate to the best of my knowledge.
Rachael Evans, UK Human Resources Business Partner