Gender Pay Gap Report 2022

This is our Gender Pay Gap Report for the snapshot date of 5th April 2022.

Gender pay gap is the difference between the average pay of men and women. 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. 

Malvern Panalytical Gender Pay Gap Numbers

[Chart 1 - Gender pay gap report 2022 - hourly rate pay gap.png] Chart 1 - Gender pay gap report 2022 - hourly rate pay gap.png

Chart 1: The mean and median Hourly Rate Pay

Chart 1 shows that our mean gender pay gap is 17.51% and our median gender pay gap is 20.72%.

2022 Bonus Pay

MeanMedian
14.49%22.66%
Table 1: Differences in Mean & Median Bonus Pay

Table 1 shows that our mean bonus pay gap is 14.49% and our median gender bonus gap is 22.66%.

Pay Quartiles by Gender

[Chart 2 - Gender pay gap report 2022 - quartile based hourly pay.jpg] Chart 2 - Gender pay gap report 2022 - quartile based hourly pay.jpg

The charts above show our workforce divided into four equal sized groups (quartiles) based on hourly pay rate. The lower quartile is the lowest paid group, the upper quartile is the highest paid group.

Our Gender Split

[Chart 3 - Gender pay gap report 2022 - gender split.png] Chart 3 - Gender pay gap report 2022 - gender split.png

Why do we have a Gender Pay Gap?

Legally, men and women must receive equal pay for

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value

We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. 

We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. 

Many of our roles are in Engineering and Manufacturing which are historically male-dominated, and this is reflected in the fact that 73% of our employees are male; as a result, a large number of senior employees in these areas are male.

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

Our mean bonus pay gap is 14.49% and our median bonus pay gap 22.66%. 

During 2022, 91% of males and 92% of females received a bonus payment which demonstrates equality. However, the bonus scheme provision is linked to salary, therefore based on the pay gap findings a bonus gap is inevitable.

How we are continuing to strive for a better balance

  • We have a dedicated Compensation & Benefits team and 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.
  • Our business has grown through acquisition which has attracted variable T&Cs; we are continuing to review and standardize where we can.
  • Our gender split shows that almost 73% of our workforce is male, which is typical of businesses with a large number of Engineering and Manufacturing roles, however, we have initiatives in place to attract female applicants;  
    • 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 we advertise vacancies on the WES site to increase our reach to females in engineering and other disciplines. Linked to this we have introduced a WES Network forum to enable like-minded females to support one another and draw upon one another’s skills and experience.
    • 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 will engage with third party agencies who actively promote female careers in our industry.
  • We are working closely with the VP of HR and our EMT to define our Diversity & Inclusion strategy.
  • We operate part-time working and flexitime, we have an established Flexible Working Policy applicable to all employees.
  • We have a well-established hybrid working framework enabling employees to balance their work and personal commitments. 
  • We will work together with our talent acquisition team and review our current recruitment practices and look at ways how we can encourage more applications from female workers and improve shortlisting techniques to minimize the risk of bias.
  • During 2023 we plan to review our family-friendly policies and procedures and where possible make enhancements.

I declare this information is accurate and correct.

Name & Job Title: Helen Inch - UK HR Director

Download the Malvern Panalytical 2022 Gender Pay Gap Report here.

Concept Life Sciences Gender Pay Gap Numbers

[Chart 1 - CLS Gender pay gap report 2022 - hourly rate pay gap.png] Chart 1 - CLS Gender pay gap report 2022 - hourly rate pay gap.png

Chart 1: The mean and median Hourly Rate Pay

Chart 1 shows that our mean gender pay gap is 16.44% and our median gender pay gap is 10.02%.

2022 Bonus Pay

MeanMedian
74.49%0%
Table 1: Differences in Mean & Median Bonus Pay

Table 1 shows that our mean bonus pay gap is 74.49% and our median gender bonus gap is 0%. 

Pay Quartiles by Gender

[Chart 2 - CLS Gender pay gap report 2022 - quartile based hourly pay.jpg] Chart 2 - CLS Gender pay gap report 2022 - quartile based hourly pay.jpg

The charts above show our workforce divided into four equal sized groups (quartiles) based on hourly pay rate. The lower quartile is the lowest paid group, the upper quartile the highest paid group.

Our Gender Split

[Chart 3 - CLS Gender pay gap report 2022 - gender split.png] Chart 3 - CLS Gender pay gap report 2022 - gender split.png

Why do we have a Gender Pay Gap?

Legally, men and women must receive equal pay for

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value

We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. 

We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. 

We are pleased to see our gender split at 49.31% female and 50.69% male but can see that we have differences in pay in the lower and upper quartile’s. 

Our mean bonus pay gap is 74.49% and our median bonus pay gap 0%.

During 2022, 74.28% of males and 56.25% of females received a bonus payment.  For some employees the bonus scheme provision is linked to salary, therefore based on the pay gap findings a gap is inevitable. The most senior role in the business is male and as his bonus was based upon % of his salary and this has impacted the bonus gap significantly. The way that bonus schemes were administered meant that the most senior role received two bonus payments during this period. 

Halfway through 2021 we introduced a new bonus scheme which is based on operational targets and is a set bonus figure rather than based on salary and we can see that this has helped achieve a median bonus gap of 0%.

How we are continuing to strive for a better balance

  • We have a dedicated Compensation & Benefits team and 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. 
  • Our gender split shows that we are continuing to attract an equal balance of males and females into our organisation. We are continually working on our career pathway and ensuring our internal promotion opportunities appeal to all our employees.
  • We recruited 4 year in industry students in 2022 to encourage interest in STEM roles. We successfully recruited 2 males and 2 females which further demonstrates our equal gender split.  
  • We have an established Flexible Working Policy to enable employees to balance their work and personal commitments. 
  • We will work together with our talent acquisition team and review our current recruitment practices and look at ways how we can encourage more applications from female workers and improve short listing techniques to minimise the risk of bias.
  • We are working closely with the VP of HR and our EMT to define our Diversity & Inclusion strategy.

I declare this information is accurate and correct.

Name & Job Title: Helen Inch - HR Director

Download the CLS 2022 Gender Pay Gap Report here.