Employer information

Microsoft UK logo

Microsoft UK


IT & T
Company size
Redmond, Washington, U.S.

Workplace initiatives at Microsoft UK

Workplace initiative Status
Will discuss flexible working arrangements while interviewing
Mean gender pay gap Women’s is 6.6% lower than men’s
Median gender pay gap Women’s is 8.4% lower than men’s
Paid primary carer 26 weeks OML and 26 weeks AML for a total entitlement of 52 weeks.*
Minimum tenure maternity None
Paid secondary carer 6 weeks
Minimum tenure paternity None
Uses gender-neutral parental language
Shared parental pay set at government statutory pay
Continues pension payments whilst on unpaid leave
Return to work retention
Has return to work programs No
Has domestic violence policy
Has opportunities to purchase leave
Has employee assistance program
Has breastfeeding rooms
Has leadership development programs
Has mentoring opportunities
Has coaching programs
Has women in leadership targets
Has BAME targets
Accommodates cultural and religious events No
Has employee led diversity networks
Has internal women's networking groups
Employee engagement scores
Employee turnover rate
Paid volunteer days Yes, 3 paid days annually
Other *26 weeks OML and 26 weeks AML for a total entitlement of 52 weeks. AML commences immediately after OML has finished. Weeks 1–26: Basic salary, inclusive of SMP ("Company Maternity Pay" or "CMP"). Weeks 27-39: SMP. Weeks 40-52: You will not receive any salary or SMP during this period. This enhanced Maternity Pay includes all statutory entitlements.

About Microsoft UK

Want to make a difference? So do we. Join a team that makes empowering others a top priority.


Our mission is to empower every person and every organisation on the planet to achieve more. We are passionate about driving advances in cloud computing, developing new ways for people to interact with technology at home, at work and on the move, while transforming education and public services and supporting the UK economy.

In over 20 years of committed diversity and inclusion efforts, we've learned that diversity is not a finite goal; it is a journey that requires constant self-assessment and recommitment.


"I am 100 percent committed to Diversity and Inclusion at the core of our culture and company. Microsoft has to be a great place to work for everybody. I deeply desire a vibrant culture of inclusion. I envision a company composed of more diverse talent. I envision more diverse executive staff and a more diverse Senior Leadership Team. Most of all, I envision a company that builds products that an expansive set of diverse and global customers love. As we make Diversity and Inclusion central to Microsoft's business, we have the opportunity to spark change across the industry as well. This is the accountability the Senior Leadership Team and I own." -Satya Nadella, CEO of Microsoft

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