BMO Global Asset Management (BMO GAM) and Columbia Threadneedle have announced their gender pay gaps of 34% and 29% respectively.
For BMO GAM, this is in line with the average gender pay gap, according to PwC, which is 34%, but the bonus figure is one of the highest seen so far at 82%.
Bonueses were awarded to 90% of male employees at BMO GAM and 86% of female staff.
The firm said the bonus figure in 2017 was higher than usual due to the vesting of awards from the F&C acquisition by BMO in 2014. In a normal year, excluding exceptional payments, the bonus gap would reduce by over 5%.
Overall 62% of the firms' employees were male and 38% female, although there were more females in the lowest quartile by pay at 58%.
In the top quartile, the figure rose to 81% male employees and just 19% female.
Richard Wilson, chief executive of BMO GAM, said: "One of my long-term priorities has been to increase the diversity of the organisation.
"While we are confident that we have equal pay for equal work in our organisation, we now know how much work needs to be done to improve our gender diversity. We are therefore taking this opportunity to outline some concrete measures and ambitious targets to tackle the issue, not just in the UK, but across our entire business."
The firm said it was establishing a global diversity and inclusion committee focused on asset management, working with recruiters on diversity and participating in industry initiatives such as the 30% Club.
Meanwhile, Columbia Threadneedle said the gender pay gap at the firm was 29%, below average, and 69% for bonuses.
Some 96% of men and 94% of women received a bonus.
The total employee population was 63% male and 37% female with most males in the top and upper-mid quartiles. In the top quartile there were 78% males and 22% females compared to 59% females in the lowest quartile.
The firm indicated it has already been making progress over the past five years with the number of women on the board and at executive level rising from 13% and 8% in 2013 to 40% at the end of 2017.
Columbia Threadneedle said: "Our gender pay gap data tells us what we already know; that women hold fewer senior positions at Columbia Threadneedle, including in higher-paying specialist areas such as investments and front-line sales. We are specifically focused on improving gender balance in these areas, understanding it will take time to address.
"Our analysis shows that our mean gender pay gap would reduce to 4.9% if we had the same number of men and women employed at each seniority level, across all areas of the business. Much of the bonus pay gap is also due to the under-representation of women described above.
"Asset management is a performance-led profession and the best managers can be easily identified and rewarded. Across the company we use a consistent balanced scorecard approach to determine incentive amounts for employees at all levels."
The firm said it had made changes to boost diversity such as improved parental leave, robust recruitment processes and acting as an industry ambassador for improved gender balance in asset management.
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