UK GENDER PAY GAP REPORT 2018
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1 INTRODUCTION» DEFINITION» RESULTS» UK GENDER PAY GAP REPORT 2018
2 INTRODUCTION DEFINITION» RESULTS» INTRODUCTION Deluxe is on a mission to foster an inclusive culture that recognises and respects diversity of thought, behaviour, experience and background. Our core values encourage us to build exceptional teams that inspire innovation and creativity, foster collaboration, pursue diversity, celebrate integrity and exceed expectations, allowing us to continue to move entertainment forward. We are dedicated to building an environment that promotes a sense of belonging for all of our employees. We are delighted to present our first UK Gender Pay Gap Report. This year for the first time UK legal entities with 250 or more employees are required to report on their gender pay gap by law. Detailed in this report are the required metrics for our two UK entities Deluxe Media Europe Ltd and Deluxe 142 Ltd. The pay data is based on a snapshot taken on 5 April 2017, and the bonus data covers the period 6 April 2016 to 5 April Deluxe values taking ownership, and so this report also outlines the measures Deluxe is putting in place to narrow its gender pay gap. It is our belief that our pursuit of diversity is key to our future success. Julia Dell Chief People Officer Deluxe Entertainment Services Group Ingrid Simmons Head of HR EMEA Deluxe Entertainment Services Group
3 INTRODUCTION» DEFINITION RESULTS» WHAT IS THE DIFFERENCE BETWEEN GENDER PAY & EQUAL PAY? The gender pay gap is the difference in the average pay between men and women in the workforce. If all employees formed both a female line and a male line, from lowest paid to highest paid, the median gender pay gap compares the pay of the male and female in the middle of their line. Different jobs pay differently, and the number of men and women performing these jobs isn t always the same, hence a gender pay gap exists. The mean gender pay gap shows the difference in the average hourly rate of pay between men and women in a company. This is different from equal pay. Equal pay is a comparison between the pay of men and women who carry out the same jobs, similar jobs, or work of equal value.
4 INTRODUCTION» DEFINITION» RESULTS 1. OVERVIEW 2. DELUXE MEDIA EUROPE LTD» 3. DELUXE 142 LTD» OVERVIEW Our results are broken down per UK entity. We are pleased that our gender pay gap results for both Deluxe Media Europe Ltd and Deluxe 142 Ltd are lower than the current UK national average (17.1%), and we will continue to strive to reduce the gap. We believe our gender pay gap is driven by limited female representation among our most senior UK employees, as illustrated in the graphs overleaf. DELUXE MEDIA EUROPE LTD DELUXE 142 LTD Mean pay gap: 4.8% 9.3% Mean bonus gap: 78.8% -50.8%
5 INTRODUCTION» DEFINITION» RESULTS 1. OVERVIEW» 2. DELUXE MEDIA EUROPE LTD 3. DELUXE 142 LTD» DELUXE MEDIA EUROPE LTD % OF EMPLOYEES PER PAY QUARTILE Lower Lower Middle Upper Middle Top 26% 35% 32% 46% 74% 54% 65% 68% Women Men
6 INTRODUCTION» DEFINITION» RESULTS 1. OVERVIEW» 2. DELUXE MEDIA EUROPE LTD» 3. DELUXE 142 LTD DELUXE 142 LTD % OF EMPLOYEES PER PAY QUARTILE Lower Lower Middle Upper Middle Top 34% 31% 30% 42% 58% 66% 69% 70% Women Men
7 INTRODUCTION» DEFINITION» RESULTS» THE FUTURE THE FUTURE To date we have taken and will continue to take a number of steps to reduce our gender pay gap and achieve our gender diversity goals. Initiatives include: Actively benchmarking and aligning all UK positions within the industry we operate in, regardless of candidate gender Introducing mandatory global anti-harassment and diversity training A series of events focusing on women in our workforce around the world eg: International Women s Day Developing a mentoring programme for women in our workforce Ensuring we have a broad and balanced selection of candidates for all roles in the organisation Deluxe Entertainment Services Group
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