Data and Analytics Salary Survey findings

5 mins

What were the key takeaways from this year's Salary and Benefits Survey in in the ...

By Tom Gould


What were the key takeaways from this year's Salary and Benefits Survey in in the past 12 months?

Tom Gould, Manager of our Analytics team, shares his thoughts...

Gender Split
Data graphs

The first noticeable statistic from the salary survey is that more women are getting into data! The current gender split is much more equal (47% female and 53% male) compared to last year where almost two thirds of data professionals were men (64% male and 36% female).

We have noticed that a number of clients having been placing huge importance on diversity recently and this pattern will only continue moving forwards with lots of companies now investing in application portals that help eliminate prejudice.


Interestingly, just over half of Data and Analytics professionals receive a bonus which is down on last year’s findings (54% vs 66% last year). The most common type of bonus amongst the group is a discretionary bonus (72% increased from 51% last year) and 18% of people receive their bonus based on hitting targets.

Given the very nature of data, it seems strange that more people aren’t incentivised by a bonus for achieving targets… something for companies to consider in order to gain a competitive advantage perhaps?

Data graphs


By far the most desired benefit in Data & Analytics was the flexibility to work from home and even proved to be more important than salary from the year before.

The best analysts are crucial to any business and so many companies are now investing in data – but what is more apparent is that analytics is a job that can be done remotely.

Taking a flexible stance on remote working is a sure-fire way to attract some of the best analysts on the market moving forward.

Moving Jobs

The last 12 months has seen lots of movement in the data & analytics industry across all types of businesses – agencies, tech, media owners and client-side. Way out in front is recruiters, who are the most favourable means of securing a new role or finding new talent (41%), followed by direct applications and personal networks (21% and 19% respectively).

Of course, the reasons for leaving a company can vary and are not always black and white. However, what has been noted is that the main factors are Lack of progression opportunities (43% up from 21% last year), poor work environment / cultures in their current company (33% up from 18% last year) and new career challenge (26%).

Data graphs

If you want to learn more about the findings from our salary survey check out the full report here. 

Tom Gould
Deputy Manager – Analytics

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