Gender Pay Gap Report 2018

Transcription

1 Gender Report 2018

2 Gender Balance at Sanofi As a health journey partner, Sanofi aspires to bring together the best minds, leaders and innovators in the healthcare industry to enable us to deliver exceptional healthcare solutions focused on empowering the lives of the people, patients and consumers who use our treatments. Achieving gender balance is a strategic priority for Sanofi. As well as ensuring all colleagues are supported to have the confidence and capabilities to achieve their ambitions, we know that gender balance drives innovation, matches customer needs and enables us to attract and retain top industry talent. We offer employees the opportunity to develop, progress and fulfil their career aspirations based on their talent and drive, not their gender. Nevertheless, we do have a gender pay gap, one that stems not from unequal pay, but from a disparity in the number of women in senior positions. Although our gender pay gap is lower than the national average*, we remain focussed on achieving equal representation of male and female leaders. The difference between equal pay and the gender pay gap Equal pay has been a legal requirement since It means that everyone must receive the same wages for the same job or for work of equal value, regardless of gender. The gender pay gap looks at the average pay for men and women across an entire organisation and compares the two. Globally, our aim is that by 2025 will we have true gender balance, with 50/50 male and female senior leaders and we are working to understand what the blocks are, as well as identifying programmes to ensure we can 2 support achievement of this goal. Gender balance is more than just a women s issue; it is crucial that we are an inclusive and diverse company and, where needed, we must ensure we foster new mind-sets to enable this to happen. We believe every employee's responsibility to act for change will allow us to succeed in becoming a truly gender balanced company. * The national average shows that women earn 18.4% less than men.

3 Gender at Sanofi UK Across the UK, Sanofi has 2 main operations: Commercial Operations - which we determine as primarily officebased employees (including functions such as finance, HR, communications, marketing and legal) based at our Oxford, Maidenhead and Guildford sites as well as our field based salesforce. Industrial Operations - which are focussed on manufacturing, quality assurance and distribution at our Haverhill and Holmes Chapel sites. Across Sanofi UK as a whole, our gender pay gap is 1.5% median 5.3% mean The national average is 18.4% median This can be explained as just over half our 1,500 permanent UK employees are based in Industrial Operations. These roles are disproportionately male and many of those at our industrial sites are paid in the lower quartiles; this brings the median pay of males down and, 29/03/2018 therefore, the % pay gap closer to 0. However, we wish to give a fair representation of the gender pay gap in our two very different operations. So, in the following pages, we have reported on the 2 operations separately, as well as including our statutory disclosure, as required by the Government.

4 Gender at Sanofi UK Commercial Operations GPG Gender 16.1% mean 15.3% median 21.1% mean 23.8% median BPG Bonus 97.9% of all female employees 98.6% of all male employees Lower quartile Lower middle quartile 67.4% 32.6% 54.8% 45.2% Upper 29/03/2018 middle quartile Upper quartile % 46.5% 39.2% 60.8% These statistics refer to the proportion of female:male colleagues in each quartile as per their annual pre-tax salaries, including additional allowances and bonuses.

5 Gender at Sanofi UK Industrial Operations GPG Gender 12.8% mean 9.8% median 23.6% mean 15.0% median BPG Bonus 98.5% of all female employees 98.3% of all male employees Lower quartile Lower middle quartile 48.9% 51.1% Upper 29/03/2018 middle quartile 31.9% 68.1% Upper quartile 30.7% 69.3% 24.5% 75.5% These statistics refer to the proportion of female:male colleagues in each quartile as per their annual pre-tax salaries, including additional allowances and bonuses.

6 Statutory Disclosure Sanofi UK employs approximately 1,500 permanent individuals at 6 sites across the UK. This includes 3 sites for Commercial Operations and 3 for Industrial Operations. Due to the way we are set up, we have 4 operating legal entities across Sanofi in the UK, 3 of which have over 250 employees. These are formally reported below. Aventis Pharma Limited Mean gender pay gap: 14.9% Median gender pay gap: 12.8% Mean bonus pay gap: 17.0% Median bonus pay gap: 19.8% Male employees who : 98.4% Female employees who : 97.6% Genzyme Limited Mean gender pay gap: 18.3% Median gender pay gap: 16.4% Mean bonus pay gap: 37.6% Median bonus pay gap: 21.5% Male employees who : 97.4% Female employees who : 100.0% Fisons Limited Mean gender pay gap: 7.8% Median gender pay gap: 11.2% Mean bonus pay gap: 2.1% Median bonus pay gap: 10.3% Male employees who : 99.3% Female employees who : 97.4% Proportion of males and females in each quartile pay band Male Female Proportion of males and females in each quartile pay band Male Female Proportion of males and females in each quartile pay band Male Female Lower quartile: 34.0% 66.0% Lower middle quartile: 43.6% 56.4% Upper middle quartile: 43.5% 56.5% Upper quartile: 63.0% 37.0% Lower quartile: 54.3% 45.7% Lower middle quartile: 70.4% 29.6% Upper middle quartile: 70.8% 29.2% Upper quartile: 73.6% 26.4% Lower quartile: 49.6% 50.4% Lower middle quartile: 65.3% 34.7% Upper middle quartile: 68.4% 31.6% Upper quartile: 72.6% 27.4%

7 All presented statistics accurate as of April 2017