Restated April 2019 Dow Jones International Limited (London)

[Pages:2]Dow Jones International Limited (London)

Gender Pay Gap Report 2017 (RESTATED APRIL 2019)

Restated April 2019

Reason for Restatement: Dow Jones International Limited (London) originally filed this report in April 2018. In preparing the following year's report (to be filed April 2019) it was discovered that certain long term incentive plan ("LTIP") awards issued by its parent company were inadvertently left out of the bonus calculation section of the report. Those LTIP awards were subsequently included in the bonus calculation resulting in a change in the Mean Bonus Gender Pay Gap from 39% to 44%. That change has been reflected here as well as on the Gender Pay Gap Service website at However including the LTIP did not change the Gender Pay Gap. In all other respects the Gender Pay Gap Report for 2017 has remained the same as originally stated.

Our UK gender pay gap statistics have been independently reviewed by Willis Towers Watson.

Results summary

This report focuses only on our UK entity and the data represents less than 10% of Dow Jones's global workforce.

The chart below shows the mean and median gender pay gap as of 5th April 2017, as well as mean and median bonus figures for the previous 12 months, for Dow Jones International Limited (London). Dow Jones International Limited (London) is the UK subsidiary of Dow Jones & Company Inc., an operating unit of News Corporation, which has around 300 colleagues working across our professional information business and media brands, including The Wall Street Journal, Dow Jones Newswires and MarketWatch out of more than 4,000 colleagues globally. Our global workforce is organised along global functional lines, and is headquartered in New York.

Median Gender Pay Gap

Mean Gender Pay Gap Proportion of Females and Males receiving a bonus in 2018* Median bonus Gender Pay Gap

Mean bonus Gender Pay Gap

19.6%

31.0% Females: 30.9% Males: 42.5% 17.1%

44.4%**

* Note that Bonus pay calculations are not adjusted for employees working part time. ** As re-stated

Proportion of females and males in each pay quartile Below we show the proportion of females and males in the four pay quartiles, with each quartile showing the gender distribution across the overall pay range. They are calculated by ranking the hourly pay for all employees, dividing this ranked list into four equal groups (i.e. quartiles), and then calculating the percentage of men and women in each quartile.

Lower quartile Lower middle quartile Upper middle quartile Upper quartile

56% F; 44% M 54% F; 46% M 47% F; 53% M 25% F; 75% M

At Dow Jones we are committed to providing equal opportunities for all of us to thrive, regardless of gender, race, or background, and we are taking tangible steps to build a diverse and inclusive culture across our organisation. While

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we acknowledge the challenges ahead, we remain absolutely committed to delivering change and ensuring that Dow Jones provides a fair, inclusive and flexible workplace for all employees ? today and in the years to come. Michael Kiley Chief People Officer

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