British Columbia Pay Transparency Report 2026

WTW is committed to giving everyone equal opportunity to participate, unlock their full potential and succeed. Inclusion and diversity (I&D) strengthen our business and benefits all stakeholders including our clients and colleagues.

Our commitment to I&D extends beyond gender. We want every colleague at WTW to be empowered to bring their authentic self to work every day. Fostering an inclusive culture and stronger sense of belonging for all colleagues is at the heart of our colleague experience, allowing everyone the opportunity to reach their full potential. We will continue to invest in attracting, engaging, retaining and developing talent with a broad range of backgrounds, experiences, and perspectives, a collective responsibility that starts with leadership modelling the right behaviours and setting a strong example for colleagues.

We will continue to hold inclusion and equal employment opportunity at the heart of our business strategy. We value everyone’s unique identity, experiences, wellbeing and individual needs.

Based on pay data from calendar year 2025, this summary report details the salary and bonus gaps between male and female colleagues at WTW across British Columbia. In this report, we provide data on male and female gender identities, as set out in government regulations for calculating gender pay gaps. However, we recognize gender is not binary and some of our colleagues may not identify as male or female. We support fair treatment and merit-based rewards for all colleagues, irrespective of gender identity, and continue to promote an inclusive culture for all colleagues.

Consistent with many of our competitors and sector, our gender pay gap is higher than we would like and not reflective of the company we aspire to be. The reasons for this, and the actions we are taking to address it, are outlined in this report.