Gender pay gap report

April 2020

Gender pay gap is the difference between the average pay of men and women across the UK Company. As a company with more than 250 employees, we fall within the requirements stipulated by the Gender Pay Gap reporting regulations. All figures have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The data had to be collected on the 5th April 2020.


Our Gender Pay Gap Numbers

Hourly rate pay gap

Chart 1: The mean and median Hourly Rate Pay

Chart 1 shows that males are paid, on average, an hourly rate which is 17.74% higher than females. This gap has increased from last year.

The median hourly rate gap is higher, with males being paid an hourly median rate 20.82% higher than females. This figure has increased since last year.

This increase may be attributed to the timing of bonus payments. Some senior employees are on a bonus scheme which is paid in April each year. Whereas other bonus scheme payments are split over two months, March and April. Therefore, the March bonus payments are not captured in this report. In addition, a number of bonus payments paid in April were linked to Performance and Development Review scores which may also affect these figures. It is worth noting that during this reporting period we had 3 male Vice Presidents (VP’s) and 1 female VP in the UK.

We are continually reviewing our reward and compensation strategy and considering the alignment of bonus schemes, benchmarking and grading of roles to ensure a consistent approach to reward, irrespective of gender. We have access to third-party benchmarking data to support with this review exercise.

It should be noted that as a global organization we have a number of senior female employees who have UK accountabilities who are not based on the UK payroll, therefore their data is not captured within this UK Gender Pay Gap Report.

Gender split

Chart 2: Gender split in the UK. The proportion of male and female employees within the UK has remained fairly consistent between 2019 & 2020.

 


Table 1. Differences in Mean & Median Bonus Pay
2020 Bonus Pay
MeanMedian
27.97%13.94%

The differences in both mean and median bonus pay have increased since last year. We adopt a structured approach towards terms of employment and ensure we provide standard terms and conditions for all our UK employees linked to specific role types. We have a global designated performance management Process and link our annual merit award to performance of goals, which is relevant to all team members irrespective of whether the employee is male or female. 

As joint HQ of a global organization, our Management Team was split equally in the period between the UK and elsewhere. This comprised 3 females and 5 males globally, with 1 female and 3 males employed in the UK and included in the UK Gender Pay Gap Report. 

During 2020, 93.58% of all females received a bonus payment, and 92.99% of males received a bonus payment, which demonstrated equality. However, the bonus scheme provisions were linked to a % of Salary therefore based on the pay gap findings above it is inevitable that the bonus pay for males was higher in the UK.

Employees who did not receive a bonus were primarily those ineligible for a scheme, or new starters who received a bonus payment in 2020/21 instead.

Quartile pay

Chart 3: Quartile Pay 

These figures are achieved by splitting the workforce into 4 pay bands, called quartiles.

The charts show the proportion of female and male employees who fall into each of the quartile pay bands.

The quartile data has remained fairly constant since last year.

In the UK in general, more males hold Manufacturing and Engineering roles.



Hourly pay rate gap - annually

Chart 4: The mean and median Hourly Rate Pay – Annual comparison

The mean and median hourly rate pay gap has increased in 2020.

This is due to the business integration of two business units (PANalytical Ltd and Malvern Instruments) which was heavily dominated by a male population.

In addition, recruitment activity in the last 12 months at a senior level has seen more males joining the business in the UK.


How we are continuing to achieve a better balance  

  • Many of our roles are in Engineering and Manufacturing which are historically male dominated, and this is reflected in the fact that almost 75% of our employees are male. However, we have a number of initiatives in place to attract female applicants, namely;
    • We are corporate members of the Women’s Engineering Society (WES); we are able to offer free membership for up to 15 female employees and have the opportunity to advertise vacancies on the WES site.
    • We are STEM Ambassadors with an active group who volunteer their time, inside and outside of work, to promote STEM subjects to young learners at careers fairs and other events.
  • We operate part-time working and flexitime, we have an established Flexible Working Policy applicable to all employees, and we now have a home-working policy to enable employees to balance their work and personal commitments.
  • Our Equal Opportunities Policy sets out our commitment to the principle of equal pay for work of the same or similar nature or work of equal value. As part of our ongoing review of training provision, we deliver Equality, Diversity & Inclusion training for managers.
  • We strive to reduce the pay gap and our Compensation & Benefits Team are working on a Global Remuneration Policy to ensure roles are graded and salaries applied based on the requirements of the role, irrespective of gender.


I declare this information is accurate and correct. 

Richard Beetlestone

Richard Beetlestone

Financial Controller UK/Americas