Gender Pay Gap Report
Since reporting our first gender pay gap results in April 2018, we have continued to focus on achieving greater gender balance at all levels of our organisation through the action plan we shared at that time. We have set in motion a comprehensive review of our policies and practices for parental leave and flexible working based on feedback from our people. We have implemented a recruitment target of at least one woman on every shortlist for senior leadership vacancies. Our Women in Leadership group continues to gain momentum and we have also established internal networks and mentorship programmes. We have launched our new performance management approach – Performance with Purpose – and introduced a scientific approach to measuring potential with the aim of reducing unconscious and subjective bias in the development of our people.
Whilst we have made good progress on our commitments, fundamentally our gender pay gap results are behind where we aspire to be. We know that our gender pay gap is driven by a lack of women in senior positions and addressing this imbalance will not be immediate, though we believe that the commitments we have made will close it over time.
Our lead figures for the UK are a mean pay gap of 20.2% and a median pay gap of 15.8%. Our mean bonus gap is 48.1% and median bonus gap is 6.1%. Compared to last year, this represents an increase to our pay gap figures, with the exception of our median bonus gap which has decreased. As per reporting regulations, the figures in this report are based on pay information from April 2018, meaning the action plan we committed to last year will not have had an impact on them.
That action plan covered the following:
- 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 have seen indications that these actions are starting to bear fruit, including in the last year:
- 67% of promotions to senior leadership positions were for women
- 62% of external hires into our most senior job levels were women
- 87% of senior leadership vacancies had at least one female candidate on the shortlist during the recruitment process
To access Abcam’s full 2019 Gender Pay Gap Report please click here .