The first report in this year’s series which is based on 1,122 responses to a survey distributed to the Astbury Marsden database. The survey seeks to understand more about the working lives of those employed in London and how the make up of the City has changed over the last 12 months.

1. 1
Report 012
Profile
of The CityLife Working Series 2014/5

2. 2
1. Introduction
A detailed investigation into people working in the City.
Seven years on from the start of the
Global Financial Crisis, the world’s media
continues to be fixated on the performance
of the City. But what about the people
who work in it every day? What does the
average City worker look like, and what is
working life like for them?
For the third year in a row, we will be
sharing our ‘Life Working’ series. These
reports seek to understand how the
working lives of those employed in The
City of London have changed over the last
year. More specifically, they will give an
insight into:
Report 012: Profile of the City: an
updated view on how the makeup of the
City has changed over the last 12 months
Report 013: Compensation: a detailed
look at changes to pay in 2014 and bonus
expectations for 2015
Report 014: Diversity: an updated view
on how employees are creating more
diverse work forces.
Report 015: Retention: a look into what
makes people stay with their employer.
Report 016: Mobility and Flexible
working: the changing views of employees
towards relocating and the evolution of
more flexible working practices.
The findings contained in this report are
derived from data collected in a survey
conducted between 15th August and
23rd September 2014. The survey was
distributed to a total of 27,238 current and
former candidates and clients working in
The City of London and Canary Wharf.
The audience polled are predominately
middle to senior ranking staff working
across a range of financial sectors.
We’d like to say a huge ‘thank you’ to the
1,046 people who freely gave their time
to share some very personal information
about themselves and their views. Please
consider that the responses given are
based on the respondents interpretation of
the question and response options.
The information and data contained in
this report are for information purposes
only and are not intended, nor implied to
be a substitute for professional advice. In
no event will Astbury Marsden be liable
to you or any third party for any decision
made or action taken in reliance of the
results obtained through the use of the
information and/or data contained or
provided herein.
If you have questions regarding the survey
or the report please contact:
Adam Jackson
+44 (0)20 7065 1185
adam.jackson@astburymarsden.com

3. 3
2. Summaryof
findingsWhat does the profile of the average City worker
look like?
London - not only does this distinctive City
offer some of the best job opportunities in
the world, but it possesses many major
cultural landmarks. It’s not surprising that
people from across the globe want to come
and work here.
The City has a diverse range of people and
cultures, and more than 300 languages
are spoken within Greater London. But
this infinitely varied City is still viewed
through a selection of stereotypes. What is
the reality?
We are pleased to share the findings from
this year’s Life Working series. This is
our third series of reports which allows us
the opportunity to better identify subtle
fluctuations to life working in the City.
So, what does the ‘average’ City worker
look like in 2014?
• He is still most likely to be a white,
heterosexual male, but also a little
older, at 40 years.
• He is probably Christian but is almost
equally likely to consider himself not
to be religious.
• His salary has gone up to £84,922.
• He spends between 45 minutes and 1
hour commuting to and from work.
• With a working week that is between
41 and 45 hours long.
How do the results change when looking
at the salary?
• This year we saw the gap between
the average salaries paid for financial
services and non-financial services
employees reduce from a 32%
differential in 2013 to 24% in 2014.
Financial services salaries remained
broadly the same, so this was due to
a 6% increase on the non financial
services base. Management consulting
salaries were 12% higher than
financial services with an average
basic salary of £95,093.
• For the third year running, revenue
generators remain the highest paid
group of employees in the City. With
strategy and change professionals not
far behind.
• Pay continues to increase with
experience and seniority, with 45%
of Managing Directors earning over
£160,000.
• The gender pay gap still exists;
however, it continues to reduce.
21% of women and 22% of men earn
between £60,000 and £80,000 and
8% of both sexes earn £120,000 -
£140,000.
• Whilst the findings do not show any
trends linking salary and ethnicity,
this year has seen some further
shifts in average pay. Average pay

4. 4
rose quickly for those from Indian
and Pakistani backgrounds while
Bangladeshi’s fell since last year.
• In contrast to last year, all religious
groups saw their average pay increase
in 2014. However, those with no
religious affiliation saw a 5% decrease.
• Commuting pays. This year as
the commute time increases, so
does average salary. However for
commutes over one hour 45 minutes,
we saw it drop significantly, by
£15,000.
• This year saw earnings continue to
rise with the number of hours worked.
In contrast to the last two years,
earnings have continued to increase
for those working more than 75 hours
a week. In fact, we saw a 60% increase
in salary for those working more than
66 hours when compared to last year.
Gender diversity continues to be a hot
topic in the media. This year we have
seen further improvements across the
spectrum.
• The City workforce continues to
diversify with an 8% increase in the
proportion of women, to 29%.
• Technology and Compliance
functions continue to show a low
female representation with HR and
Administration leading the way for
equal gender representation.
• We have also seen a further increase
in the proportion of women at
Managing Director/Partner level.
However, women remain significantly
under-represented at senior levels.
• Women got younger – the median age
fell to 35 years and the average also
fell to 37.5. However, the median and
average ages of men increased.
• For the third year in a row, we found
that fewer women than men work
more than 46 hours a week.
And finally, are we seeing City workers age
quicker?
• In line with last year, 98% of the City
are under 60 years of age.
• The average age of financial services
staff went up from 39.3 to 40.1 during
the year while we saw a small drop
in the average age of non financial
services staff to 39.0. Management
Consulting staff are the oldest with an
average age of 40.3.
• For the third year in a row, private
equity continues to have the youngest
staff, averaging 36 years. Regulators
posses the oldest, at 45.7 years.
• According to this year’s research, the
peak earning years of any City worker
have gone up to between 50 and 59
years of age.
I hope you find this year’s report useful.
Despite seeing some shifts in the make
up of the City, there is still plenty to be
done before we can call it a truly diverse
workforce.
Adam Jackson
Director

5. 5
3. The
Participants
The most well represented sectors this year were investment banking (29%) and consulting (18%). We
still received 13% of responses from non financial services employees, just a small drop on last year.
In line with 2013, ratings agencies had some of the lowest representation along with private equity.
An insight into the profile and working life of those taking
part in the survey.
Sector
Fig 3.1

6. 6
Function
Fig 3.2 Similarly to last year, Technology remains a key function for city firms in 2014.
However, we have seen a 19% decrease in technologists as a proportion of the
city workforce.
Finance and Risk & Governance functions are also a key component of any
City firm. The largest increase (6%) was seen in the proportion of Strategy
and Change roles. This could be due to the introduction of Consulting to the
audience surveyed.
Joblevel
Fig 3.3
The mix of job levels has
remained consistent over
the last two years.
There was a 3% increase
in the proportion of
respondents at the Vice
President/Senior Manager
level and a 3% decrease
at Director/Executive
Director.
After a drop in 2013, we
saw Managing Director/
Partner level staff return to
a similar level to 2012.
Managing
Director/
Partner
Analyst/
Executive
Associate/
Manager
Associate
Vice
President
Manager
Vice
President/
Senior
Manager
Director/
Executive
Director
Other

7. 7
Gender
Age
Fig 3.4
Fig 3.5
Despite, still being predominantly a male environment, this year’s survey shows a substantial, 8%
increase in the proportion of women working in the City. This demonstrates excellent progress towards
the commitment to improve gender diversity in London businesses.
The average age has
increased from 39.3 to
40 in the last year. The
median age has also
increased by 1 year from 38
to 39.
In line with last year, one
in eight is aged under 30
and seven in ten is 30 - 50
years old.
20-29
30-39
40-49
50-59
60
plus
Average
Age: 40
Median
Age: 39
Gender 2014 2013 2012
Female 28.6% 20.3% 18.6%
Male 71.4% 79.7% 81.4%

8. 8
Ethnicity
Fig 3.6
From an ethnic diversity perspective, the City is more varied than the UK, however, it is less diverse
than London as a whole.
Just under 70% of respondents in the City are white, compared to just 60% of London. 1 in 8 of our
respondents is Indian and just 4% are black. The City has a much higher representation of Asians
representing 20% of the City as opposed to 13% of London as a whole.
Ethnic group 2014 2013 2012 +/-
2011 Census Data*
% UK +/-
%
London
+/-
White British 43.9% 45.7% 40.9% -1.7% 80.5% -36.6%
59.8% -15.9%White Irish 4.2% 2.0% 1.9% 2.2% 0.9% 3.3%
White (other) 20.9% 23.2% 26.5% -2.3% 4.5% 16.4%
Mixed Race 2.3% 3.5% 3.1% -1.2% 2.2% 0.1% 5.0% -2.7%
Black African 2.7% 1.1% 2.2% 1.6% 1.8% 0.9%
18.5% -15.8%Black Caribbean 0.4% 0.4% 0.5% 0.1% 1.1% -0.7%
Black (other) 0.6% 0.5% 0.7% 0.1% 0.5% 0.1%
Indian 12.1% 10.7% 12.3% 1.4% 2.5% 9.6%
13.3% 0.8%
Pakistani 0.6% 2.1% 1.5% -1.4% 2.0% -1.4%
Bangladeshi 0.6% 0.9% 0.5% -0.3% 0.8% -0.2%
Chinese 5.0% 3.8% 3.9% 1.2% 0.7% 4.3%
Asian other (non Chinese) 2.3% 1.8% 1.6% 0.5% 1.5% 0.8%
Other 2.5% 1.7% 1.9% 0.8% 1.0% 1.5% 3.4% -0.9%
Prefer not to say 1.7% 2.7% 2.5% -1.0% 0.0% 1.7% 0.0% 1.7%
*Data taken from 2011 census

9. 9
Religion
Fig 3.7
Religion 2014 2013 2012 % London*
Christian 39.1% 41.4% 45.9% 48.4%
No religion 37.4% 34.7% 30.4% 20.7%
Hindu 9.0% 7.6% 9.0% 5.0%
Muslim 4.2% 4.9% 4.7% 12.4%
Any other religion 1.3% 1.8% 1.2% 0.6%
Jewish 1.5% 1.1% 0.9% 1.8%
Sikh 1.5% 1.1% 1.4% 1.5%
Buddhist 0.8% 0.9% 1.5% 1.0%
Prefer not to say 5.2% 6.7% 5.1% 8.5%
Sexualidentity
Fig 3.8
Sexual orientation 2014 2013 2012 % Nationally*
Heterosexual 89.3% 88.2% 87.7% 93.5%
Gay/Lesbian 3.1% 2.5% 3.3% 1.1%
Bisexual 1.7% 1.8% 1.5% 0.4%
Other 0.8% 0.3% 1.0% 0.3%
Don’t know/Prefer not to say 5.0% 7.3% 6.6% 4.7%
TOTAL 100% 100% 100% 100%
Despite consistently falling, for the third year in a row, the largest religious group in the City is
Christian (39%). Closely followed by 37% who consider themselves as having ‘no religion’.
There was a small increase in the number of Hindu, Jewish and Sikh individuals with decreases across
all other religions in favour of ‘No Religion’
Since 2012, we have seen a steady increase in the proportion of heterosexuals to 89%. This is lower
than the national average of 94%. Three times as many respondents in London compared to nationally,
consider themselves to be gay, lesbian or bisexual.
*ONS: Integrated Household Survey January to December 2012
*Data taken from 2011 census

10. 10
Salary
Fig 3.9
Salary range 2014 2013 2012
Less than £40,000 10.0% 8.6% 7.5%
£40,000 to £60,000 19.9% 21.9% 19.7%
£60,000 to £80,000 19.7% 21.5% 22.3%
£80,000 to £100,000 16.3% 18.0% 16.7%
£100,000 to £120,000 17.6% 13.9% 12.9%
£120,000 to £140,000 6.7% 7.6%
20.8%£140,000 to £160,000 4.8% 4.3%
£160,000 plus 5.0% 4.2%
*Excludes those who did not share details of their salary
In line with last year, half of respondents earned less than £80,000 in 2014. Within this, we saw an
increase in those earning less than £40,000 and a decrease in all other salary bands.
The biggest increase (4%) was seen within the £100,000 - £120,000 bracket.
“Half of respondents
earned less than
£80,000 in 2014”

11. 11
Commute
Workinghours
Fig 3.10
Fig 3.11
70% of respondents
spend less than one hour
commuting to work every
day with 1 in 5 with a 15 -
30 minute commute.
Similarly to last year, 8%
spend more than an hour
and a half commuting to
and from work every day.
Nearly three quarters of
City employees spend more
than 40 hours a week at
work. However this has
consistently reduced since
2012.
Just 5% of respondents
work less than 35 hours
per week. The highest
proportion (28%) work 41 -
45 hours, a 4% increase on
last year.

12. 12
Salary

13. 13
4. Salary
More detailed salary insights will be covered in our
next report, Compensation, released in December.
Sector
Fig 4.1
One quarter of non financial services respondents, earn less than £45,000, compared to just 7%
of those from Management Consulting. At the other end of the scale, 16% of financial services
employees earn over £120,o00 compared to 13% of non financial services employees.
Sector
Less
than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120 -
£140,000
£140 -
£160,000
£160,000
plus
Financial
Services
8.1% 19.5% 20.4% 18.6% 17.7% 6.9% 4.5% 4.5%
Non Financial
Services
25.0% 28.3% 16.7% 5.0% 11.7% 5.0% 5.0% 3.3%
Management
Consulting
7.1% 15.5% 19.0% 15.5% 21.4% 7.1% 6.0% 8.3%

14. 14
Joblevel
Fig 4.3
Continuing on from the past two years, unsurprisingly the more senior the role, the higher the salary.
For example, 34% of Analyst/Executive level staff earn less than £40,000, compared with 45% of
Managing Director/Partner level respondents who earn over £160,000.
Job Title
Less
than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120 -
£140,000
£140 -
£160,000
£160,000
plus
Analyst/Executive 33.7% 33.7% 15.7% 7.9% 4.5% 1.1% 1.1% 2.2%
Associate/Manager 15.4% 36.5% 28.8% 9.6% 5.8% 1.9% 0.0% 1.9%
Assistant Vice President 2.8% 22.2% 52.8% 11.1% 2.8% 2.8% 2.8% 2.8%
Manager 5.9% 27.1% 29.4% 20.0% 12.9% 2.4% 2.4% 0.0%
Vice President/Senior Manager 1.0% 3.0% 13.9% 31.7% 29.7% 8.9% 8.9% 3.0%
Director/Executive Director 0.0% 1.8% 3.5% 10.5% 33.3% 22.8% 15.8% 12.3%
Managing Director/Partner 0.0% 10.0% 0.0% 0.0% 30.0% 15.0% 0.0% 45.0%
Other 7.9% 23.7% 13.2% 18.4% 26.3% 5.3% 2.6% 2.6%
TOTAL 10.0% 19.9% 19.7% 16.3% 17.6% 6.7% 4.8% 5.0%
Function
Fig 4.2
Job Title
Less than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120 -
£140,000
£140 -
£160,000
£160 plus
Administration 50.0% 40.0% 0.0% 10.0% 0.0% 0.0% 0.0% 0.0%
Compliance 6.3% 31.3% 43.8% 0.0% 6.3% 6.3% 6.3% 0.0%
Finance 19.7% 21.3% 27.9% 14.8% 6.6% 3.3% 1.6% 4.9%
HR 14.3% 38.1% 28.6% 9.5% 0.0% 4.8% 4.8% 0.0%
Internal Audit 23.1% 7.7% 15.4% 23.1% 15.4% 7.7% 7.7% 0.0%
Operations & Middle Office 6.7% 42.2% 24.4% 11.1% 6.7% 6.7% 0.0% 2.2%
Revenue Generating 4.0% 16.0% 16.0% 24.0% 12.0% 4.0% 8.0% 16.0%
Risk & Governance 1.7% 11.7% 15.0% 25.0% 23.3% 10.0% 5.0% 8.3%
Sales & Distribution 19.0% 19.0% 19.0% 14.3% 14.3% 0.0% 14.3% 0.0%
Strategy & Change 3.9% 17.6% 5.9% 21.6% 17.6% 11.8% 7.8% 13.7%
Technology 4.5% 9.0% 24.3% 16.2% 33.3% 6.3% 5.4% 0.9%
Other 18.2% 25.0% 9.1% 11.4% 18.2% 9.1% 2.3% 6.8%
TOTAL 10.0% 19.9% 19.7% 16.3% 17.6% 6.7% 4.8% 5.0%
The highest earners in the City can be found within Revenue Generating and Strategy & Change
functions. This continues to reflect the ongoing focus for businesses on organisational change. In
contrast, half of Administration staff earn less than £40,000 followed by 23% of Internal Audit staff.

15. 15
Sexual identity
Less than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120,000
- 140,000
£140 -
160,000
£160,000
plus
TOTAL
Bisexual 4.4% 2.3% 0.0% 1.3% 2.5% 0.0% 0.0% 4.2% 1.8%
Gay/Lesbian 0.0% 5.8% 2.3% 2.6% 2.5% 3.2% 8.7% 4.2% 3.3%
Heterosexual 95.6% 90.7% 97.7% 94.7% 95.1% 93.5% 87.0% 91.7% 94.1%
Other 0.0% 1.2% 0.0% 1.3% 0.0% 3.2% 4.3% 0.0% 0.9%
Gender
Fig 4.4
The results show that 56% of men earn over £80,000 a year compared to just 38% of women. Nearly 11% more women than men earn
less than £40,000. The highest proportion of men earn £100,000 - £120,000; for women, it is £40,000 - £60,000.
For more gender insights, please see section 5.
Gender
Less than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120,000 -
140,000
£140 -
160,000
£160,000
plus
Female 17.6% 25.7% 19.1% 17.6% 11.0% 2.9% 3.7% 2.2%
Male 7.1% 17.4% 19.8% 15.9% 20.4% 8.3% 5.0% 6.2%
SexualIdentity
Fig 4.5
We have found that gay and lesbian staff have a higher representation at salaries between £40,000 - £60,000 and £140,000 -
£16o,000. Bisexual employees also show greater presence in the less than £40,000 and £160,000 plus salary brackets.
Age
Fig 4.6
In line with previous years, the survey has shown that income steadily increases with age. It is fair to presume this is a result of an
increase in experience. Of those earning less than £40,000, 44% are aged 20 -29 whilst 46% of those earning more than £160,000 are
aged 50 - 59.
Age
Less than
£40,000
£40 -
£60,000
£60 -
£80,000
£80 -
£100,000
£100 -
£120,000
£120,000 -
140,000
£140 -
160,000
£160,000
plus
20 - 29 43.8% 26.3% 10.6% 3.9% 0.0% 3.1% 0.0% 4.2%
30 - 39 41.7% 35.8% 52.1% 41.6% 41.7% 28.1% 13.0% 20.8%
40 - 49 10.4% 22.1% 23.4% 37.7% 40.5% 40.6% 47.8% 29.2%
50 - 59 4.2% 13.7% 11.7% 14.3% 14.3% 21.9% 34.8% 45.8%
60 plus 0.0% 2.1% 2.1% 2.6% 3.6% 6.3% 4.3% 0.0%

16. 16
Ethnicity
Fig 4.7
The highest paid ethnic group is Indian at £92,052, shortly followed by Pakistani at £91,667. Both of these ethnicities have seen a
29% increase in their average salary over the last year. In contrast, Bangladeshi’s have seen a 24% decrease in their salary over the
last 12 months.
The lowest paid ethnic group is ‘Asian Other’ with an 18% decrease on last year’s results.
Religion
Fig 4.8
The highest paid religious
group for the second
year running is Jewish
(£117,429). The lowest paid
group is Muslim (£64,160).
Both Hindu and Buddhist
groups saw a 20% increase
in pay over the last year.
Religion
Average Salary Change
2013 - 20142014 2013 2012
Christian £89,008 £86,087 £92,238 3.4%
Muslim £64,160 £62,921 £86,827 2.0%
Hindu £88,744 £73,940 £84,861 20.0%
Sikh £104,429 £104,146 £112,700 0.3%
Jewish £117,429 £105,875 £107,400 10.9%
Buddhist £72,500 £60,200 £85,438 20.4%
Other religion £80,833 £78,932 £97,538 2.4%
No religion £81,132 £85,037 £87,817 -4.6%
Not stated £79,928 £79,540 £103,306%% 0.5%
Ethnic group
Average Salary Change
2013 - 20142014 2013 2012
White British £88,384 £89,696 £94,153 -1.5%
White Irish £74,625 £76,136 £82,963 -2.0%
White (other) £85,429 £80,826 £93,138 5.7%
Mixed Race £85,345 £84,590 £84,712 0.9%
Black African £56,346 £67,407 £60,433 -16.4%
Black Caribbean £64,500 £70,938 £76,667 -9.1%
Black (other) £63,667 £73,000 £75,286 -12.8%
Indian £92,052 £71,187 £86,853 29.3%
Pakistani £91,667 £70,685 £89,834 29.7%
Bangladeshi £47,333 £62,050 £49,100 -23.7%
Chinese £82,904 £77,512 £72,159 7.0%
Asian other (non Chinese) £64,273 £78,700 £73,700 -18.3%
Other £80,625 £64,222 £107,571 25.5%
Prefer not to say £73,125 £85,000 £109,000 -14.0%

17. 17
Commuting
Fig 4.9
This year, the highest paid
commuters spend 1 hour
30 to 1 hr 45 commuting
(£106,893).
Based on our survey, those
who commute for 15 - 30
minutes are on average, the
lowest paid (£79,038).
WorkingHours
Fig 4.10
Income rises fairly steadily
with the number of hours
worked a week up to over
66 (£155,182). This is more
in line with 2012, than
2013 with a 59% increase
on last year.
The biggest drop was
found for those working
61 - 65 hours. These people
experienced a 10% drop in
salary this year.
The lowest paid group
work less than 30 hours a
week.
Average weekly working hours 2014 2013 2012
Change
2013-2014
Less than 30 £59,444 £62,893 £45,714 -5.5%
31 - 35 £59,818 £56,424 £49,500 6.0%
36 - 40 £67,079 £61,279 £79,069 9.5%
41 - 45 £82,089 £74,948 £78,561 9.5%
46 - 50 £84,830 £87,563 £86,588 -3.1%
51 - 55 £98,686 £95,353 £99,427 3.5%
56 - 60 £109,234 £102,747 £101,572 6.3%
61 - 65 £108,333 £119,893 £116,750 -9.6%
More than 66 £155,182 £97,517 £156,931 59.1%
*The number of respondents in the 66+ bracket was minimal, so this has been grouped together.

18. 18
Gender

19. 19
5. Gender
Understanding the effect of gender on City working lives.
Sector
Fig 5.1
The most ‘balanced’ sector from a gender perspective, was Ratings Agencies (50%). All other sectors
were predominantly male, except Fund Services which has the highest representation of women
(64%).
According to the survey, both Commodity Trading and Private Equity are 100% male, with a low
representation of females (9%) also found within Private Banking & Wealth Management.

20. 20
Function
Fig 5.2
On a functional basis, we
see a higher representation
of women within
Administration (60%) and
HR (52%).
The lowest proportion
of women can be found
in Compliance (6%) and
Technology (8%).
When compared with
last year’s survey, we
identified a 19% increase in
the proportion of women
working in finance.
JobLevel
Fig 5.3
This year’s report has
shown a further increase in
the proportion of women
at Director/Executive
Director and Managing
Director/Partner level.
However, it has also shown
a 15% increase in those at
Analyst/Executive level.

21. 21
Age
Fig 5.5
The average age for men has increased over the last 12 months, whilst for women it has decreased for
the first time. At 37.5 years, the average age of women in the City is noticeably lower than for men
(41 years). When looking at the Median age, women are a substantial, five years younger than men.
Commute
Fig 5.6
Commute time Female Male
0 - 15 mins 2.9% 8.3%
15 - 30 mins 19.9% 16.8%
30 - 45 mins 25.7% 15.3%
45 mins - 1 hr 22.8% 20.6%
1 hr - 1 hr 15 11.8% 12.7%
1 hr 15 - 1 hr 30 2.2% 8.8%
1 hr 30 - 1 hr 45 1.5% 3.5%
1 hr 45 - 2 hrs 2.2% 3.2%
2 hrs plus 1.5% 1.5%
The average commute is fairly similar for both sexes. However, it does show that the highest proportion
of women, 11% more than men, commute for 30 - 45 minutes a day. The highest proportion of men
commute for between 45 minutes and 1 hour.
Average Age = 37.5
Average Age 2013 = 38.5
Average Age 2012 = 38.0
Median Age = 35.0
Median Age 2013 = 37.0
Median Age 2012 = 36.0
Average Age = 41.0
Average Age 2013 = 39.4
Average Age 2012 = 39.3
Median Age = 40.0
Median Age 2013 = 38.0
Median Age 2012 = 38.0

22. 22
WorkingHours
Fig 5.7
Average weekly working hours Female Male
Less than 30 3.3% 1.6%
31 - 35 4.9% 1.6%
36 - 40 23.6% 20.1%
41 - 45 28.5% 27.9%
46 - 50 22.8% 24.4%
51 - 55 8.9% 10.7%
56 - 60 5.7% 8.1%
61 - 65 1.6% 2.3%
More than 66 0.8% 3.2%
The results are broadly in line with last year, with men working longer hours on average than women.
Nearly half of men work for more than 46 hours a week compared to 40% of women.

23. 23
Age

24. 24
6. Age
Everybody gets older. How does this impact City workers?
Sector
Fig 6.1
Sector Average Age 2014 Average Age 2013 Average Age 2012
Financial Services 40.1 39.3 38.7
Non Financial Services 39.0 39.3 40.7
Management Consulting 40.3 n/a n/a
TOTAL 40.0 39.3 39.1
Financial services and management consulting staff are on average, one year older than non financial
services staff. The average age for financial services has consistently risen over the last 2 years, whereas
it has decreased for non financial services employees.
Sector 20 - 29 30 - 39 40 - 49 50 - 59 60+
Financial Services 10.5% 40.8% 30.3% 15.6% 2.7%
Non Financial Services 25.0% 35.0% 20.0% 18.3% 1.7%
Management Consulting 13.1% 35.7% 34.5% 14.3% 2.4%
TOTAL 12.8% 39.2% 29.8% 15.7% 2.5%

25. 25
Sector
Average
Age 2014
Average
Age 2013
Average
Age 2012
Commodity Trading 36.6 38.6 37.2
Consulting 40.3 n/a n/a
Corporate Broking and Stockbroking 41.3 41.2 39.6
Exchanges and Trading Platforms 40.0 40.0 37.8
Fund Services 36.5 37.7 40.2
Insurance 38.1 41.7 41.1
Investment Banking 39.9 38.2 37.3
Investment Management 40.5 40.2 39.0
Non Financial Services 39.0 39.3 40.7
Payments, Clearing, Custody and Counterparty 44.1 42.9 37.3
Private Banking and Wealth Management 41.9 41.4 41.8
Private Equity 36.0 35.2 36.8
Ratings Agencies 38.0 38.7 38.9
Regulators 45.7 41.1 41.2
Retail Banks and Building Societies 42.9 40.8 42.2
TOTAL 40.0 39.3 39.1
Function
Fig 6.2
Function Average Age 2014 Average Age 2013 Average Age 2012
Administration 43.0 47.0 42.0
Compliance 43.9 45.5 45.7
Finance 34.6 37.5 36.4
HR 34.8 39.5 43.9
Internal Audit 41.5 46.2 43.2
Operations and Middle Office 41.1 39.7 38.5
Revenue Generating 40.6 35.4 35.9
Risk and Governance 41.6 39.1 38.2
Sales and Distribution 41.6 38.4 41.7
Strategy and Change 36.7 39.5 40.3
Technology 42.3 39.5 40.2
Other 40.3 36.8 39.9
TOTAL 40.0 39.3 39.1
Compliance staff have an average age of 43.9 years, followed by staff in
Administration (43.0) and Technology (42.3). The youngest employees are
found in Finance (34.6) and HR (34.8).
The biggest change was seen in Revenue Generators whose average age
has increased by over 5 years.
The eldest staff are found within the Regulators with an average age of 45.7 years. In line with last year,
the youngest are found within Private Equity (36.0).

26. 26
JobLevel
Fig 6.3
Job Title Average Age 2014 Average Age 2013 Average Age 2012
Analyst/Executive 36.7 38.3 36.4
Associate/Manager 34.6 33.7 33.3
Assistant Vice President 34.4 34.7 34.6
Manager 38.7 41.3 40.9
Vice President/Senior Manager 42.1 39.1 39.0
Director/Executive Director 45.3 43.6 43.3
Managing Director/Partner 49.9 45.9 45.5
Other 44.5 38.9 41.4
TOTAL 40.0 39.3 39.1
In general, the average age goes up as the job level increases. The only exceptions to this are at Analyst
and Associate Vice President level. Analyst/Executive level employees are on average almost 2 years
younger than the level above; Associate/Manager. This is a similar pattern demonstrated in the last two
years.
Gender
Fig 6.4
A substantial 64% of women in the City are aged between 20 and 39, compared to less than half (47%)
of men in the same bracket. In addition, 21% of male respondents are aged over 50, compared to just
10% of female.
With a greater proportion of women in the City at a younger age, are we seeing the impact of
the diversity agenda at the start of the career ladder? If progression opportunities are equal, the
repercussions should start to show over time.
Gender 20 - 29 30 - 39 40 - 49 50 - 59 60 plus
Female 17.0% 47.4% 25.2% 9.6% 0.7%
Male 11.2% 36.0% 31.9% 17.7% 3.2%

27. 27
Salary Band 20 - 29 30 - 39 40 - 49 50 - 59 60 plus TOTAL
Less than £40,000 34.4% 10.7% 3.5% 2.7% 0.0% 10.1%
£40 - £60,000 41.0% 18.2% 14.8% 17.3% 16.7% 19.9%
£60 - £80,000 16.4% 26.2% 15.5% 14.7% 16.7% 19.7%
£80 - £100,000 4.9% 17.1% 20.4% 14.7% 16.7% 16.1%
£100 - £120,000 0.0% 18.7% 23.9% 16.0% 25.0% 17.6%
£120 - £140,000 1.6% 4.8% 9.2% 9.3% 16.7% 6.7%
£140,000 - £160,000 0.0% 1.6% 7.7% 10.7% 8.3% 4.8%
£160,000 plus 1.6% 2.7% 4.9% 14.7% 0.0% 5.0%
TOTAL 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
Salary
Fig 6.5
This year, three quarters of 20 - 29 year olds earnt less than £60,000, this is an 8% decrease on 2012.
In contrast, only 17% of those aged over 60 are in the same bracket.
Of the 30 - 39 age group, 28% earn over £100,000, compared to 51% of 50 - 59 year olds.
Commute time 20 - 29 30 - 39 40 - 49 50 - 59 60 plus AVERAGE
0 - 15 mins 10.5% 7.1% 7.0% 4.4% 18.2% 7.4%
15 - 30 mins 35.1% 23.8% 10.2% 13.2% 27.3% 19.7%
30 - 45 mins 21.1% 23.2% 21.9% 11.8% 0.0% 20.1%
45 mins - 1 hr 14.0% 25.0% 25.0% 23.5% 18.2% 23.1%
1 hr - 1 hr 15 5.3% 13.7% 14.1% 20.6% 18.2% 13.9%
1 hr 15 - 1 hr 30 8.8% 3.0% 10.2% 13.2% 9.1% 7.6%
1 hr 30 - 1 hr 45 1.8% 1.2% 4.7% 7.4% 0.0% 3.2%
1 hr 45 - 2 hrs 1.8% 1.8% 6.3% 1.5% 9.1% 3.2%
2hrs + 1.8% 1.2% 0.8% 4.4% 0.0% 1.6%
Commute
Fig 6.6
A substantial 81% of twenty somethings commute for less than an hour, compared to just over half
(53%) of 50 -59 year olds. At the other end of the scale, just 4% of 30 -39 year olds commute for over an
hour and a half compared to 12% of 40 - 49 year olds.

28. 28
WorkingHours
Fig 6.7
The highest proportion of over 60’s work less than 30 hours. This is compared to 56% of those who
work 61 - 65 hours in the 40 -49 year bracket.
Average Hours Worked 20 - 29 30 - 39 40 - 49 50 - 59 60 plus
Less than 30 22.2% 33.3% 22.2% 11.1% 11.1%
31 - 35 36.4% 18.2% 27.3% 18.2% 0.0%
36 - 40 16.3% 40.2% 21.7% 19.6% 2.2%
41 - 45 12.4% 44.6% 28.9% 11.6% 2.5%
46 - 50 15.5% 32.0% 34.0% 15.5% 2.9%
51 - 55 6.8% 45.5% 31.8% 11.4% 4.5%
56 - 60 6.3% 43.8% 31.1% 18.8% 0.0%
61 - 65 0.0% 33.3% 55.6% 11.1% 0.0%
More than 66 9.1% 18.2% 36.4% 36.4% 0.0%
TOTAL 13.4% 38.9% 29.6% 15.5% 2.5%

29. 29
AboutAstbury
Marsden
We specialise in recruiting uniquely talented people in business technology, business
transformation, regulatory and assurance functions and specialist technical skills.
We intimately understand the dynamics of the financial services, energy and
professional services markets; making sure we know the people our clients need to
occupy critical roles throughout their business. We help clients determine the people
they need and then we find the best of them.
We have a global perspective and we are territory-neutral. We look for market
identifiers that we recognise, and apply our experience and intelligence to solve the
challenges they face. Our regional hubs established in London and Singapore allow
us to serve our clients across EMEA and throughout Asia.
You can find more out at www.astburymarsden.com
Singapore
Mark O’Reilly
Singapore Land Tower,
50 Raffles Place,
Singapore 048623
+65 6829 7122
London
Adam Jackson
60 New Broad St,
London
EC2M 1JJ
+44 (0)20 7065 1222