SKYSCANNER GENDER PAY REPORT 2017

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2 INTRODUCTION As a global business, we believe our diversity helps us support travellers, partners and employees. We are dedicated to creating an environment in which, regardless of identity, employees and their work are championed. As you ll see in this report, one of the primary drivers for our pay gap is the breakdown of genders in engineering roles. This is a case for action rather than hyperbole. At Skyscanner we ve been working to enhance equality and inclusiveness, both inside our company and within the wider tech landscape. I m especially enthused to be able to share some of the work we ve done already, which you can see in the Actions section of this report. Some of these actions include experimenting with different recruitment methods and supporting programmes that seek to increase participation in STEM in local communities and minority groups. As a first-time CEO, I ve learned over the past decade that a shared vision is vital. And as an entrepreneur I know that tenacity and orchestration make up 99% of success. At Skyscanner, equality and diversity make up our shared vision and we have determination in spades. Much like making travel search simple, equality and diversity is a problem yet unsolved. Yet, thanks to the enthusiasm and commitment of our teams, change is happening, and I m very proud to be part of this journey. Gareth Williams CEO and Co-founder As Chief People Officer, a keen focus of my role is ensuring we re an inclusive workplace where everyone can thrive. With just under 1,000 employees in a business that is recruiting at speed, that includes everyone from those at interview stage all the way through to employees who have been here over ten years. In doing so, we constantly review recruitment methods and even job advert wording to ensure inclusivity, as well as making our diverse pool of interviewers keenly aware of unconscious bias. For existing employees, this commitment includes providing staff with the tools and training to progress, creating diversity and inclusion working groups so that all voices are heard, and, ultimately, ensuring employees achieve work-life fulfilment. At the end of the day, our success is underpinned by our teams across the world being able to prosper and flourish. Much of the action highlighted above is in response to a challenge many technology companies like us are also looking to address: we have more men working in our organization than women, especially in engineering. In turn, our leadership demographics reflect this split too. It would be easy to say that s the nature of a business that has a large engineering workforce; software engineering being a sector where women (amongst other groups) are underrepresented. Yet while the tech world is not alone in facing this challenge, a sector that is renowned for innovation should lead the way in addressing this imbalance. We ve worked hard, but we re not there yet. Continuing to drive change is essential for progress that goes for us as an organisation, as part of the technology sector and as part of the wider business community. We ll endeavour to work harder than ever to achieve inclusivity and diversity and look forward to reporting on our progress. Ruth Chandler Chief Talent Officer 2

3 SKYSCANNER PAY BY GENDER The gender pay gap measures the difference in pay between men and women, irrespective of the type of work they do or their location. To work out the gender pay gap at Skyscanner, we analysed the pay of UK based employees across all types of roles and rates of pay to calculate our mean and median gender pay gaps. We did this using the Government s Gender Pay Gap Reporting Regulations. Of the 530 employees in the U.K. included in this analysis, 153 (30%) were women and 377 (70%) were men. The majority, 87%, were based at our offices in Scotland (Glasgow and Edinburgh) and the remaining 13% were located in London. Whilst the gender pay gap reporting regulations require us to categorise employees as male or female, at Skyscanner we recognise that gender is not binary, and that some of our employees may not identify as either category. We are working to do more to support all employees through our diversity and inclusion efforts, more of which later. Gender Pay Gap Bonus Gender Pay Gap Proportion of Women and Men Receiving a Bonus Payment Proportion of Employees in each Quartile 3

4 UNDERSTANDING OUR STATISTICS The mean pay gap of 18.7% within Skyscanner is close to the national average of 17.4%. Like many tech sector companies, Skyscanner currently employs fewer females than males. Our analysis tells us that the primary driver of our gender pay gap is not pay in itself, rather that we currently have a higher proportion of men in certain roles. We know that we have some work to do to both promote and attract more women into the business. We are confident that men and women performing similar roles are paid consistently. A high (66%) proportion of Skyscanner s employees are in product / engineering roles. Such roles traditionally attract higher salaries. The overall gender proportion is also reflected at our leadership levels; of the six members of our Senior Leadership Team, two are women: our Chief Legal Officer and our Chief People Officer. All employees are eligible for bonuses. This is reflected in an equal proportion of men and women being paid bonuses. The bonus pay data reflects the same demographic split; the median and mean bonus pay is higher for males because they hold a higher proportion of more senior roles. 4

5 ACTIONS At Skyscanner we recognise that a diverse workplace in which all of our team can excel and progress is essential. Our biggest opportunity to reduce the gender pay gap is through attracting, supporting and promoting female talent. We have been working towards a more diverse and inclusive workplace and will continue to do so. Review of recruitment methods to attract a diverse workforce Dedicated diversity and inclusion cross-working group initiative Ensuring every employee is supported in an open and inclusive environment We ve started experimenting with various recruitment methods to attract diverse candidates. Some initiatives we re exploring include advertising for part-time engineering positions and reviewing the wording in our role profiles to ensure inclusivity. We ve also been refining our interview process to incorporate greater awareness around unconscious bias and continually assessing the interviewer pool to drive greater diversity. We also promote our vacancies internally to support employees wishing to progress. We know that creating and maintaining an ethos of inclusion requires dedication. That s why we introduced diversity and inclusion cross-functional working groups to make recommendations on the subject with team members spanning different functional areas of the business and across our global office locations. Our goal is to ensure every one of our employees can thrive, and we believe part of this comes from having a voice. Two recent initiatives include internal discussion channels with a diversity and inclusion focus and, in a number of our offices, women-only Lean-In circles. We are looking to expand the Lean-In groups in 2018 to more of our offices. 5

6 ACTIONS (CONTINUED) We understand the need for flexibility in work and in life Support for all to thrive at work Advocating for wider participation At Skyscanner we understand that every member of the team has commitments outside of work. One of our core values is daytime is precious we try to create an environment where our team can do both what they need to and want to do, inside and outside of work. 7% of our UK population work part time hours; 10% of women and 6% of men. We also allow employees to purchase additional days of holiday each year, which we have found is taken up in greater proportion by women. Skyscanner University is a way to develop and grow within Skyscanner. In 2017, we launched Skyscanner University Personal Effectiveness Training (including influencing, emotional intelligence, unconscious bias awareness) as phase one of a program which will be known as Count Me In, developed in conjunction with our Lean In groups. More phases are coming in 2018, focussing on confidence, imposter syndrome and other topics. The intention is that all of our employees, can benefit from this support and continue to grow and progress at Skyscanner. Our support for diversity and inclusion isn t just limited to our business. As part of our commitment to a wide range of social projects, we are supporting programmes that seek to increase participation in technology for people from diverse backgrounds, including STEM programmes for girls in schools and those from disadvantaged communities and minorities. In 2017 our support included sponsoring the AccelerateHER awards, designed to inspire and support more women-led companies, delivering careers talks at schools, skills-sharing with charities and hosting a Django Girls programming workshop in our London office. This year projects include support of a national science centre exhibition, funding for coding classes and more. 6

7 SKYSCANNER GENDER PAY REPORT Skyscanner