Corporate and Social Responsibility
Underpinning our ambition to become the most influential life science company for researchers worldwide is Abcam’s reputation for ethical business practices, and behaving in a socially and environmentally responsible way.
Our Annual Report and Accounts 2017 includes a summary of our 2016/17 activities.
Our 2018 Gender Pay Gap report can be downloaded here.
Our sustainability activities are around three key areas:
Abcam has a proud history of involvement with local communities by supporting and partnering with organisations that align with our goal of helping advance life science research. We aim to help communities through programmes that inspire the next generation of scientists, and by supporting life science research through corporate giving and fundraising activities.
Attracting and retaining the best talent is crucial to the success of our business. During the year, we invested in a new global careers website which won the best website at the In-house Recruitment Awards in November 2016. We have started to roll out a new global on-boarding process where senior leaders welcome all new employees and spend time explaining our unique culture and what we expect of people. To improve how we communicate we launched a new intranet where we regularly share stories and updates on business performance, employee events and achievements. We have started to publish detailed infographics celebrating key achievements and results over the course of the year. Every quarter we hold our Global Conversation – a meeting where we present business updates and recognise employee and team achievements. These are broadcast live and employees both present at the meeting and watching in other global locations can ask questions. Employees across the globe can watch live, plus they are recorded and posted on our intranet for anyone not able to join live. They are also translated for employees where English is not their first language.
We provide employees with an anonymous question service “Ask Alan” – allowing anyone to send a question on any topic to the CEO. With the launch of our code of conduct this year we introduced a global hotline for raising concerns and questions. We have continued to listen to our people through our annual all-employee survey which this year had a response rate of nearly 90% and saw a rise on employee Net Promoter Score of over 20 points. We have expanded our staff forums – adding permanent ones in the US as well as the UK. These give us additional opportunities to listen to our people.
We provide employees with a positive and healthy work environment, where they are listened to and recognised for their contributions. In the UK, all permanent employees have the opportunity to share in the success of Abcam via the award of free shares and can participate in our Share Incentive Plan (SIP). As of June 2017, 38% of UK employees were enrolled in our Share Incentive Plan.
Gender pay gap
New legislation came into force in the UK on 5 April 2017 requiring companies with more than 250 employees to publish data about their gender pay gap into the public realm. The legislation was introduced as part of the UK government’s commitment to ensure that women have the same opportunities as men to fulfil their potential in the workplace. The government’s stated aim is to completely eliminate the gender pay gap over time.
As of 4 April 2018. Abcam’s mean gender pay gap was 14.2% whilst our median gender pay gap was 11.1%. Our mean and median bonus gap was 45.6% and 12.8% respectively. We are dedicated to addressing our gender pay gap. We are approaching this ambition boldly with the introduction of new programmes, complementing existing initiatives that have shown promise to date. Listed below are the seven commitments we have made to help us address our gender pay gap:
- We will agree and introduce targets for female representation in senior leadership roles;
- We will ensure that there is at least 1 woman on every senior shortlist;
- We will conduct a survey of colleagues who have taken maternity/paternity leave to understand what went well and what could be better. From this action recommendations on how we can better support returners through a return to work programme will be made;
- We will review the terms of our maternity and paternity policies;
- We will Introduce unconscious bias training for line managers involved in recruitment and promotion decisions;
- We will review the terms of our part time and flexible working policies; and
- We will introduce development networks for women and for families.
We believe that taking the actions as described above will stimulate meaningful and necessary change.
Abcam plc’s gender pay gap report can be downloaded here.
Health, safety and the environment
We provide a fair and safe work environment for employees and ensure we follow legal requirements and best practice standards. Following sustainable practices is important to Abcam’s success and we continue to look for ways to improve our environmental impact and operational efficiency.