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Dynatrace UK Gender Pay Gap Report 2025

At Dynatrace, we’re committed to shaping a culture of curiosity, openness, and authenticity –where every voice is heard and everyone feels valued and respected. Integrity guides everything we do.

That’s why gender pay gap reporting is important to us as part of the transparency of our progress towards building an inclusive, diverse, and equitable organization. We are considering the data points in this report as we evaluate and evolve our hiring and pay practices in the UK.

UK gender pay gap reporting requirements

In the UK, all organizations with over 250 UK-based employees are required to report annually on their gender pay gap. Calculations in this report show the difference between the average earnings of men and women who were employed by Dynatrace in the UK on 5 April 2025 (this is known as the ‘snapshot date’).

While our company recognises that gender exists beyond binary, the data in this report is presented using gender binary categories in accordance with UK government reporting requirements.

Key gender pay gap figures

At Dynatrace:

  • Women earned 79p for every £1 that men earned (comparing median hourly pay).
  • Women made up 32% of employees in the highest paid quartile and 63% of employees in the lowest paid quartile.
  • 48% of women received bonus pay, compared with 72% of men.
  • Men’s bonus pay was 54% higher than women’s (comparing median bonus pay).

Hourly pay

At Dynatrace:

  • Women’s median hourly pay was 21% lower than men’s - this means they earned 79p for every £1 that men earned when comparing median hourly pay.
  • Women’s mean (average) hourly pay was 16% lower than men’s.

Pay quartiles

At Dynatrace, women made up:

  • 32% of employees in the upper hourly pay quartile (highest paid jobs).
  • 44% of employees in the upper middle hourly pay quartile.
  • 47% of employees in the lower middle hourly pay quartile.
  • 63% of employees in the lower hourly pay quartile (lowest paid jobs).

Bonus pay

At Dynatrace:

  • Women’s median bonus pay was 54% lower than men’s - this means they earned 46p for every £1 that men earned when comparing median bonus pay.
  • Women’s mean (average) bonus pay was 50% lower than men’s.
  • 48% of women and 72% of men received bonus pay.

Our commitment to closing the gap

This report indicates how women and men are represented across roles, levels, and functions within Dynatrace in the UK. While progress has been made in some areas, we remain committed to increasing representation and progression of women.

Talent acquisition is a key factor influencing representation of women across roles, levels, and pay quartiles. Our recruitment approach in the UK is focused on improving access to opportunities and strengthening pipelines for women into senior, specialist, and bonus-eligible roles. As part of our approach, Dynatrace UK is:

  • Applying consistent and inclusive recruitment practices across role design, advertising, assessment, and selection to support fair and objective hiring decisions.
  • Building and maintaining diverse talent pipelines for technical and leadership roles through targeted sourcing and engagement with external networks that support women in technology and leadership.
  • Setting clear expectations for diverse candidate consideration, particularly for senior-level hiring, and reviewing outcomes at key stages of the recruitment process.
  • Strengthening collaboration between our Talent Acquisition team, people leaders, and Business Resource Groups (BRGs) to inform hiring strategies and improve candidate experience.
  • Using workforce and hiring data to monitor trends in representation and identify areas for future focus.

We believe these actions support our wider efforts to improve representation and progression of women into higher-paid and bonus-eligible roles and form part of our ongoing commitment to addressing the gender pay gap.

Below are some additional steps we’re taking to create pathways that we believe can make technology careers and representation at Dynatrace in the UK more accessible and achievable for women and historically underrepresented communities:

  • We evolved our employee-led Global Inclusion Council into a stronger more globally relevant group to influence internal policies and approaches, help drive employee engagement, and guide global initiatives.
  • We transitioned our Employee Resource Groups (ERGs) to Business Resource Groups (BRGs) to better align inclusion efforts with business priorities, strengthening representation pipelines and informing actions that address gender pay gaps.
  • We introduced a new BRG – Dynaspace for Parents and Caregivers – addressing the needs of working caregivers and enhancing belonging
  • We expanded our inclusive footprint through global sponsorships of AfroTech, Women in Tech, and Her Tech Circle.
  • We launched two new experiences supporting career progression at Dynatrace – the EXPLORE program for aspiring people leaders and the LAUNCH program for new people leaders to help Dynatracers progress into people leadership roles and perform successfully in those roles.

We recognize that progress requires consistency and transparency, and we plan to continue to monitor our progress and challenge ourselves to strive for an increase in representation and inclusivity in our organization.

Declaration

I confirm that Dynatrace’s UK gender pay gap data has been collected and reported accurately.

Kristofer Karsten, Director People Business Partner

Helle Jersild
Director, Workplace Experience