The 2026 British Columbia Pay Transparency Report

About HUB: HUB International is proud to be a leading insurance brokerage with over 21,000 employees located across North America advising business and individuals on how to reach their goals. One of HUB’s Guiding Principles is “Focusing on Our People.” As such, HUB values the contributions of all employees and strives to pay all employees in a fair and equitable manner in respect to both the market and internal peers. Throughout 2025 and 2026, HUB has been working on an enterprise-wide initiative with the goal towards stronger job and leveling architecture. Once complete, this work will result in the ability to more comprehensively understand internal equity and ensure total compensation packages are aligned with best practices and HUB’s pay-for-performance philosophy.

About This Report: The 2026 British Columbia Pay Transparency report has been prepared using data from HUB International Canada West ULC’s and HUB International Specialty Program Group Inc.’s employee population in British Columbia and references 2025 calendar year earnings. However, it excludes those employees who receive 100% sales commission/incentives in lieu of fixed compensation; as such, an hourly rate is unable to be calculated.

Gender Representation: Furthermore, HUB prides itself on hiring women at all levels of and in all business lines across HUB. Of the 2,125+ employees included in this analysis, 71% are female and 29% are male. This breakout is comparable to 2025.

"Bonus" Definition & Representation: Per the BC regulations, bonus pay refers to any additional cash payment made to employees based on productivity or performance, including bonus, commission, and sales incentives, as well as other incentives such as referral bonuses, sign-on bonuses, retention bonuses, etc.

The majority of roles within HUB are identified as administrative or service based, with 72% of these roles filled by women (representation similar to 2025). In general, these roles tend to be eligible for lower bonus or incentive-based awards; and, as women hold the majority of these positions, the resulting overall bonus pay analytics (mean and median) are less when compared to men.

While HUB’s job and leveling architecture initiative is nearing completion, it is not yet fully implemented; however, for employees who have already been mapped to the new architecture, HUB is able to begin examining job alignment more closely. Looking specifically at the support and professional career streams — which represent ~80% of the population included in this report — women’s median hourly pay is slightly more favorable than men’s, and, using HUB’s defined “regular earnings,” women and men within these streams are generally paid comparably across quartiles.

HUB views commission and sales incentives as part of the regular earnings opportunities for our employees, therefore, additional analysis below was done to include commission and incentives, along with fixed hourly pay or annual salary, as part of "Regular Pay". This analysis now includes sales professionals earning 100% commission, who were excluded from the above figures. Quartiles were determined based on total earnings during 2025 and were not converted to hourly rates.

This additional analysis highlights that when including the sales team, regular pay is relatively comparable (or better) for women versus men in all except the 4th Quartile. However, the variation in pay in the 4th quartile is a direct result of commission payouts for top sales producers.

¹ Regular earnings are defined as fixed compensation (base) + sales compensation. HUB uses sales compensation (i.e., commission or draw) as part of the regular compensation package for employees.