Dell Inc. UK Gender Pay Gap Report 2017

Transcription

1 Dell Inc. UK Gender Pay Gap Report 2017

2 Diversity & Inclusion is a key business imperative at Dell Inc. We know Dell Inc.* is only as strong as the sum of its parts, and a more diverse team is a stronger team. It delivers more innovative ideas for our customers, which ultimately makes us all more successful. We all have a role to play in creating an environment where every team member, regardless of gender, ethnicity, sexual orientation, seniority or ability, feels valued and motivated to deliver their best work. It is because we have this focus and understanding, that we take our gender pay gap results as a call to action. While we are proud of the commitment our leaders have made to accelerate the movement of women into more senior roles, our gender pay gap results show that we have more work ahead of us, and a responsibility to deliver on that commitment. At the end of the day, results are what matter. Ours are not where we want them to be, so addressing the gender pay gap will remain a priority for us until it no longer exists. We confirm our gender pay gap calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap information) Regulations Claire Vyvyan, Senior Vice President, UK and Ireland Commercial Business Dayne Turbitt, Senior Vice President, UK and Ireland Enterprise Business *D ell Inc., our combined company in the UK, which formed in September 2016 when Dell merged with EMC globally

3 What is the UK Gender Pay Gap? The Gender Pay Gap is not equal pay. Equal pay is about women and men receiving the same pay for the same or similar job. We believe that equal pay is a business imperative and we are committed to it. The gender pay gap, on the other hand, looks at pay across all roles, regardless of whether the roles are similar or not. As a result, even where women and men are paid the same amount for the same work, there may still be a gender pay gap. It usually indicates that there are more men in senior positions, which have higher salaries. Changing this requires a deliberate effort to accelerate opportunities for women to progress into senior roles. We are fully committed to both equal pay for men and women and closing the gender pay gap. Dell in the UK Our 2017 results cover three entities of Dell Inc., our combined company in the UK, which formed in September 2016 when Dell merged with EMC globally: y Dell Corporation Limited y EMC Computer Systems (U.K.) Limited y EMC Europe Limited All meet the Government criteria of 250+ employees, therefore gender pay gap metrics for these three entities will be detailed in this report. The gender pay gap measures the difference between men and women s hourly earnings, regardless of the work they do. This includes base pay, allowances and any other bonus and incentive pay paid in April The gender bonus gap is the difference in all incentive pay received by men and women in the 12 months up to April This includes all bonuses, longterm incentives and sales commission payments. Dell Inc.(which includes Dell and Dell EMC) employs over 3,000 team members in the UK, 22.7% of whom are female.* *These statistics are from the total Dell employee population in the UK, including those entities with less than 250 employees.

4 While our results have been reported for three entities, we operate as one company in the UK, and around the world. At the time of the combination, our shared focus on diversity and inclusion presented a clear opportunity, is a critical part of our #culturecode, and a key business imperative, both today and going forward. Key Milestones September 2016 Dell and EMC combine along with VMware, Pivotal, RSA, SecureWorks and Virtustream to create Dell Technologies June 2017 Dell release their first combined Legacy of Good report which included a goal to support an inclusive culture by engaging 40% of our global team members in employee resource groups by 2020 Our 2017 results The table below shows our UK gender pay and bonus gap data. Company Gender pay gap Gender bonus gap Mean Median Mean Median Dell Corporation Limited -3.4% 16.9% 24.8% 26.3% EMC Europe Limited 38.5% 39.4% 56.1% 61.6% EMC Computer Systems (U.K.) Limited 25.6% 31.7% 41.0% 56.6% Understanding our Results At Dell Corporation Limited, our largest UK entity, the results demonstrate that women are paid a salary of 3.4% higher than men as a mean, and a gender pay gap median of 16.9%, which, while below the UK average, demonstrates we still have work to do. Our other two UK entities show a larger gender pay gap. Our analysis shows that the gender pay gaps at these entities are a result of a higher proportion of men than women in senior roles. We are committed to addressing this across all three entities through aggressive hiring and the development of women into senior roles. The gap The gap September 2017 Dell appoints Brian Reaves as Chief Diversity and Inclusion Officer, to build on and drive our commitment to a culture of inclusion February Dell named among 2018 World s Most Ethical Companies Honourees March 2018 Dell Technologies named as one of LinkedIn Top Companies 2018: Where the UK wants to work now Mean: The mean is calculated by adding up the total pay of employees and dividing by the employees in the list. This calculation is completed separately for men and women and the totals are compared. Median: The median is the number which is in the middle of a ranking of pay from lowest to highest, and gives us the best view of typical pay.

5 Our 2017 results What proportion of UK employees received bonus pay? Dell Corporation Limited 97% of females received a bonus EMC Europe Limited 90% of females received a bonus EMC Computer Systems (U.K.) Limited 84% of females received a bonus 96% of males received a bonus 97% of males received a bonus What proportion of UK employees do we have in each of our pay quartiles? 93% of males received a bonus These are 2017 results, when Dell and EMC were on two separate bonus plans. As of 2018, all three companies reported on are on the Dell bonus plan. As a result, we expect our 2018 bonus participation rates to be in line with the Dell Corporation Limited results above. Dell Corporation Limited EMC Europe Limited EMC Computer Systems (U.K.) Limited 74% 26% 65% 35% 48% 52% 75% 25% 70% 30% 88% 12% Lower Lower Lower Lower Lower 72% 28% 81% 19% 87% 13% 89% 11% 91% 9% 91% 9% Upper Lower Upper Upper Top Top Top A more diverse team is a stronger team. It delivers more innovative ideas for our customers, which ultimately helps us become more successful. We all have a role to play in creating an environment where every team member, regardless of gender, ethnicity, sexual orientation or ability, feels valued and motivated to deliver their best work. We are committed to increasing the number of women in senior, higher paid positions in our company and are working hard across the education sector to grow the number of female graduates coming in right at the source, which is reflected by our 50% intake of female talent at graduate level. Claire Vyvyan Senior Vice President UK and Ireland, Commercial Business

6 We are focused on accelerating opportunities for women at senior levels Our leadership is committed to growing diverse teams. Dell s most senior leaders serve as executive sponsors for our Employee Resource Groups (ERGs) and our Chairman and CEO, Michael Dell, chairs Dell s Global Diversity Council. We are proud of our many Diversity and Inclusion initiatives designed to hire or promote women into higher paying positions. But we need to do more. Some of our current programmes include: Leading is a programme in collaboration with Simmons College School of Management, designed to meet the specific needs of senior level, high potential women with executive aspirations. Managing Success Now is a programme focused on mid-career high potential women, which helps arm them with the skills needed to propel their careers forward. MARC (Many Advocating Real Change) We were the first IT company globally to participate in the industry-leading MARC (Many Advocating Real Change) programme which engages leaders in candid conversations about the role of gender and diversity in the workplace as well as topics such as unconscious bias. The response from leaders of both genders to this Catalyst program has been overwhelmingly positive. Our Employee Resource Groups (ERGs) creates opportunities for mentoring, leadership development as well as recruitment efforts by connecting team members around areas such as gender, ethnicity, sexual orientation and background. Our Women in Action ERG engages team members of both genders, holding development programs and networking events throughout the year designed to support the progression of women within the company. 50% of our graduate intake in the UK are female. 29.1% of our executive leaders are female.* This compares to 13% of executive leaders in other high tech companies in the UK. (Mercer: Comptryx, Gender Pay Gap in UK High Tech, 2016) We have committed to 100% executive participation in MARC unconscious bias training by the end of our fiscal year ,000 team members participate in one of our 14 ERGs globally, with 300 chapters inn 60 countries around the world. * This statistic is from the total Dell Inc. employee population in the UK, including those entities with less than 250 employees.

7 We are investing in women for the future We partner with organisations across the UK on STEM initiatives designed to encourage young people and graduates to consider careers in technology including: yy We contributed over $50 Million US dollars since 2014 in grants and technology donations supporting STEM initiatives, a percentage of which went directly to organisations and initiatives within the UK including Action for Children and Transformation Trust. yy Our STEMAspire programme pairs female students from Glasgow Caledonian University, City of Glasgow College and the University of West Scotland with personal mentors, advising them on how to bridge the gap between higher education and a professional career in tech. We are advocates for the success of women in business globally: yy The Dell Women s Entrepreneur Network (DWEN) supports a community of female entrepreneurs, providing access to technology, networks and capital. Our annual Summit joins top global female leaders to connect on today s pressing gender and entrepreneurship issues. yy For the past 6 years, We have spent more than $3 billion US dollars with certified women-owned, minority-owned suppliers and small businesses. Dell is currently one of only 28 companies in the Fortune 500 to be part of the Billion Dollar Roundtable, which recognizes and celebrates corporations that achieved spending of at least $1B with minority and woman-owned suppliers. yy We have worked with The Prince s Trust, setting up The Achieve Program where schools can visit local Dell EMC offices and learn about technology, education and business, exposing male and female students to the career opportunities available in the technology sector. yy We have signed up to the UK Tech Talent Charter (TTC), which is a commitment to deliver greater gender diversity in the tech workforce.

8 Our efforts going forward It is critical to our leadership, our team members and the continued economic growth and innovation of our company that we continue to strive for excellence in diversity and inclusion. In addition to enhancing our current programmes, we will also focus on the following areas to create a more evenly gender-balanced workforce across the UK and globally. We will: Diversity is a key business imperative and critical to the success of our business. We ve taken, and will continue take, concrete steps to ensure the balance of women on my leadership team, are working to increase the number of women in senior, higher paid roles, and have a robust program to attract young graduates and change the way we build diverse teams in the future. But we recognise there is more to be done. The technology industry needs to grow its pipeline of female talent, so we are working with like-minded organisations to develop STEM initiatives to attract more young women to careers in technology. We are committed to taking these important steps because it s the right thing to do, and because it makes us a stronger, more innovative company. y Accelerate the hiring of female talent and promotion of female team members into higher paying positions at our company y Increase our use of mentors, leveraging them to identify diverse talent to drive opportunities for greater visibility with senior managers y Leverage data analytics to create an optimised environment, devoid of bias, designed to advance diverse talent y Continue to strengthen relationships with like-minded organisations focused on increasing the number of young women and girls pursuing careers in STEM subjects to increase the pipeline of talent coming into our company y Be vigilant and hold our management accountable set metrics and regularly monitor our new and existing programmes to ensure that progress is being made. Activity is not a substitute for progress. Programs must move the needle, and if not, be enhanced or replaced to deliver on our metrics Dayne Turbitt Senior Vice President UK and Ireland, Enterprise Business

9