We recognise that the gender pay gap must be addressed. For the gender pay gap to close, we need to increase the proportion of female staff, which will lead to more females progressing to senior roles. Historically we have had far more male technology applicants than female.
There are two main factors that influence our gender pay gap in the UK. Roughly half of the gap is due to more female staff being employed in administrative roles (Executive Assistant, administrator, receptionist). The other factor is the lower number of female staff in senior positions.
Our priority is to inspire and support more women into senior roles, within a diverse workplace. In 2018 we began a programme to address a number of different aspects of diversity, including encouraging more young females to choose STEM (Science, Technology, Engineering, Mathematics) subjects via the support of an outreach programme in schools in and around Cambridge. We have also trialled a six-point plan to maximise the numbers of female applicants for job vacancies, the learnings from which are to be rolled out more widely.
UK gender pay gap
This graphs shows the proportion of males and females in each pay quartile. Each quartile represents 25% of our staff.
Mean pay is calculated by adding together all hourly pay rates and dividing that figure by the number of employees.
The mean pay gap is calculated as follows:
(Mean hourly pay rate for men MINUS mean hourly pay rate for women)
DIVIDED BY the mean hourly pay rate for men
MULTIPLIED BY 100
The median pay gap is calculated as follows:
(Median hourly pay rate for men MINUS median hourly pay rate for women)
DIVIDED BY the median hourly pay rate for men
MULTIPLIED BY 100
These charts show the proportion of males and females receiving a bonus payment.
- Receiving bonus: 371 (94.6%)
- Not receiving bonus: 21 (5.4%)
- Total: 392
- Receiving bonus: 121 (90.3%)
- Not receiving bonus: 13 (9.7%)
- Total: 134
We run identical bonus schemes for men and women and staff do not qualify for the scheme in their first year. The lower number of women receiving a bonus reflects an increase in the rate of female recruitment versus male for the year ending April 2018.