In the space of just a few years, TikTok has created real-world opportunities for a diverse range of artists, businesses, and creators who have harnessed the platform's creative potential to achieve their goals. As we scale our business in the UK, championing diversity and inclusion remains a core company value as we seek to build an equitable workforce reflecting the variety of content and communities that people on TikTok experience every day.

Explaining Gender Pay Gap reporting

Gender pay gap reporting is one way to track the progress we are making towards greater organisational equity and covers:

  • the difference in mean (the average) and median (the middle value) hourly pay between male and female employees
  • the difference in mean and median bonus pay between male and female employees
  • the proportion of men and women in a set of quartiles segmented according to hourly pay
  • the proportion of employees who received bonus payments

Our 2023 report

The reporting period for the 2023 Gender Pay Gap again saw another year of growth for our business, with the total number of employees increasing by 10% since our last report. Our people in the UK work across a diverse range of critical business functions including brand and creator engagement, e-commerce, monetisation, music, privacy, product, public policy, R&D and safety.


The mean hourly pay gap between all male and female employees was 18.6%, while the median hourly pay gap was 22.9%. The mean bonus gap was 41.6%, while the median bonus gap was 18.3%. Some 69.1% of women and 70.4% of men received performance-related bonuses.


Driving Change - Our Champion Diversity & Inclusion ByteStyle

Fostering an inclusive and supportive environment that empowers individuals of all genders and backgrounds is deeply embedded in our organisational values. Our Champion Diversity & Inclusion ByteStyle outlines three areas that we believe will play a positive role in influencing the shape and composition of our workforce over time. These areas include:

  1. Value Individual Differences:

Prioritizing specific actions such as focusing on diverse hiring, inclusive recruitment practices, and investing in leadership development initiatives across different departments is part of our commitment. We've also developed a system to regularly review key employee demographics at the leadership level, encompassing metrics related to gender representation, recruitment, promotion, and attrition. This disciplined approach helps us identify issues across the employee lifecycle and implement remedial actions.

  1. Think Global:

Our investment extends to a thriving global landscape of employee resource groups within the organization. These networks not only create a community of peer support for our staff but also offer opportunities for mentorship, leadership development, and career advancement. Our global Women's network has active chapters in all regions, serving as a vehicle for grassroots engagement to create a more welcoming environment.

  1. Facilitate Effective Collaboration:

Our focus is on increasing awareness, understanding, and practice of inclusive behaviors across the organization. This involves targeted training for leaders and all staff, as well as mechanisms such as performance reviews, where we actively incentivize individuals to work towards advancing diversity and inclusion. Moreover, we seek ways to reinforce the importance of diversity and inclusion by garnering commitment from the top, with regular messages from leadership highlighting the significance of D&I to our business growth and success.


Our Future Commitment:

As we continue to grow as a business in the UK, we are continually improving and evolving our approach. We recognize the importance of fostering an inclusive and diverse workplace, and we will persist in working towards creating a culture that values and respects the unique perspectives and experiences of each individual employee.


Statutory declaration

We confirm that the information and data in this report are accurate and in line with the requirements of the Gender Pay Gap Reporting Regulations.


Signed by:


Harsh Vekaria

Director of TikTok Information Technologies UK Limited