Our 2017 Gender pay gap report

Transcription

1 Our 2017 Gender pay gap report

2 Introduction At Dialog we are committed to employing and developing those people who have the necessary skills, experience and values to excel in their relevant role irrespective of their gender or ethnicity, religion, disability or any other non-work related personal characteristic. Across our 33 locations in 16 countries we employ a diverse workforce with employees from 65 nationalities. The electronic engineering profession in the UK performs relatively poorly both in terms of gender diversity and gender pay. According to the Office of National Statistics (ONS), out of the 31,900 electronics engineers employed in the UK, 30,469 are men. So only 4.5% of electronics engineers in the UK are female. In 2016 the mean gender pay gap for electronics engineers in the UK was 23.4% (ONS). It is within this context that we present our gender pay gap report. There has been much analysis of why there is such lack of gender diversity in our industry, with growing focus being placed on invisible, structural considerations that may induce a degree of self-deselection (i.e. rather than any conscious barriers on the part of the sector). Women are underrepresented in the electronics and semiconductor industry and also in our workforce. Our industry is a very innovative, stimulating and fast developing field and we are very keen to raise awareness amongst women both inside and outside the Company about the exciting careers available to them at Dialog. This is our report for the snapshot date of 5 April I can confirm that the data published in this report is accurate. Jalal Bagherli Chief Executive Officer

3 Background The gender pay gap presented in this report shows the difference in the average pay between all men and women in a workforce. The gender pay gap gives a snapshot of the gender balance within a hierarchy. It measures the difference between the average earnings of all men and all women across an organisation, irrespective of their role. It is expressed as a percentage of men s average earnings. The report does not look at equal pay (differences between men and women who carry out the same jobs, similar jobs or work of equal value). Equal pay means that men and women must be paid the same for carrying out work of equal value for the same employer, as set out in the Equality Act We have analysed the reasons for our gender pay gap and it can be explained by the small number of women in engineering jobs and by underrepresentation of women at higher levels in the organisation. We also did a comparison of like for like jobs (same job function/same level), and we were able to track any pay differences to factors like experience and performance. Our gender pay gap is due to lack of women in senior roles and lack of women in engineering roles, i.e. the gender balance in the hierarchy, and not due to gender discrimination. What are our Challenges? Some of the challenges contributing to the gender pay gap in our industry and at Dialog include: > Men are more likely than women to pursue careers in highly paid occupations such as engineering. > Women do not progress to leadership levels as quickly or as often as men, e.g. only 6 of the FTSE 100 companies are led by women. > The number of female engineers in the company is low, but slightly higher than the percentage of female electronics engineers in the UK. > There are challenges recruiting female engineers in the UK only 9% of engineers in the UK are female (IET) and only 4.5% of electronics engineers in the UK are female (ONS). What actions have we taken? As a company, we are determined to work towards closing the gender pay gap. Some of the initiatives we have already put in place to support this aim are: > Dialog is a corporate member of the Women in Engineering Society, in particular sponsoring the annual student conference. > We are also a corporate sponsor of Edinburgh International Science Festival which aims to encourage young people into science, technology, engineering and maths (STEM) careers. > As a founder member of UK Electronic Skills Foundation (UKESF), we support the UKESF to promote electronics careers in schools. > Dialog supports a range of local volunteering activities encouraging girls to take up and continue with STEM subjects in school. > We train our managers on how to avoid biases in recruitment and selection. > Through focus groups we have gathered feedback from our female staff on the changes they would like to see in order to make Dialog an even better place for them to work and we are taking actions on the recommendations made.

4 What are our plans? Our aspiration is to increase the number of female engineers and leaders in the company and to promote career progression of women to management and leadership levels and in technical careers. > We will offer our female engineers networking opportunities and support through the sponsorship of individual membership of the Women in Engineering Society for all UK-based female engineers in the company. > We will ensure female engineers are represented on all high potential development programmes where we have an incumbent population. > We are implementing gender neutral recruitment and promotion practices and will be monitoring our processes. > As the lack of female electronics engineers in the UK can only be addressed with long-term measures, we are focussing on increasing our intake of female engineering graduates and will target an increase in hiring of female graduate engineers year-on-year. > We will fund two university scholarships for female university students studying electronics engineering, provided through the UKSEF, one in England and one Scotland. Testimonials At Dialog we believe that diversity is vital to bring in different ways of looking at things and foster innovation. Although challenging to hire a large number of women in engineering, we are focusing on bringing in a higher proportion of female graduates and continue to look globally at countries where there are a higher proportion of women in our field. Julie Pope Senior Vice President Human Resources Having recently joined Dialog from university, I am delighted to feel part of such an inclusive and diverse community. It is encouraging to see that Dialog is passionate about addressing the gender pay gap challenge and doing what they can to encourage more girls into engineering earlier in life. Chloe Jones Graduate Design Engineer Dialog recognises the commitment and hard work of all employees and understands that in our global working environment, individuals need to be supported with balancing work and personal commitments. Flexibility around working time and working location was raised by our employees as one of the most important things we could do internally to make working at Dialog even more inclusive. Our flexible working policy now provides flexibility for working hours, time off in lieu and remote working to enable our employees to achieve a healthy work life balance. We are also supporting both women and men with a wide range of flexible working arrangements such as school hours, compressed hours and part-time working. Hasan Khan Vice President Central Engineering We are an organisation with many talented women and men from different cultures all working together and yet still sharing the same basic goal and passion: to solve engineering problems every day and create the best products. With the increasing awareness on the gender pay gap, I am happy to be part of our company that supports schools and universities to inspire young girls to pursue STEM careers and to make sure there isn t any unconscious bias in our processes. Seyda Aygin Digital Design Group Manager

5 A look at the headline data Difference in Hourly Rate At Dialog (UK) Women s hourly rate is Pay s How many men and women are in each quarter of the employer s payroll. MEAN 26.8% MEDIAN 23.8% Top Upper middle Lower middle Lower Difference in Bonus Pay At Dialog (UK) Women s bonus pay is MEAN 64.6% MEDIAN 56.2% 93% 7% Who received bonus pay 88% 12% 88% 100% of women 12% 69% 31% 100% of men

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