BAUER MEDIA UK GENDER PAY GAP REPORT 2017

Transcription

1 BAUER MEDIA UK GENDER PAY GAP REPORT 2017

2 INTRODUCTION Bauer is a multichannel entertainment and information business reaching 25 million people each week and inspiring them to indulge in their passions, learn and get more from their life. In turn we work hard to create a culture where diversity is appreciated and supported, where opportunities are open to all, where people treat each other with respect and expect and get the same in return whatever their background, race or gender. Our approach to pay is no different and as with many organisations, the key factor behind Bauer s gender pay gap is the balance of men and women across job levels. Our gender pay gap is smaller than the UK average which is encouraging. However we know there is more to do not only in closing the gap but also in driving a broader inclusion agenda across Bauer. Paul Keenan, CEO, Bauer Media Sarah Barnes, Director of HR, Bauer Media

3 WHAT IS THE GENDER PAY GAP? The gender pay gap is a measure of the UK labour market or workplace disadvantage, expressed in terms of a comparison between men s and women s average hourly rates of pay (total earnings) and bonus. The gender pay gap should not be confused with equal pay. Our data refers to the earnings of our UK based workers for the 12 month period ending April THE GENDER PAY GAP is a measure of the difference in the average hourly rate of pay of men and women. EQUAL PAY is men and women being paid the same for the same work. MEN = WOMEN

4 UNDERSTANDING THE GENDER PAY GAP HOW ARE THE MEDIAN AND MEAN GAPS CALCULATED? Mean The mean gender pay gap looks at the percentage difference in average hourly pay of the women at Bauer UK as compared with the men. Median The median gender pay gap reflects the percentage difference in pay between the middle person in a ranking of highest to lowest paid women and men, respectively. One way of looking at this is lining up all female employees in order of their hourly rate of pay and then doing the same for all male employees. Then taking the female employee who is in the middle of their line and the male in their line and calculating the percentage difference between the two. Total Hourly Rate of Pay for Male/Female LOWEST PAID THE MEDIAN HIGHEST PAID Total Number of Male/Female % DIFFERENCE The median and mean calculations have also been used to calculate the percentage difference of bonus payments made over a twelve month period to both female and male employees.

5 OUR RESULTS: BAUER MEDIA UK OUR UK WORKFORCE IS: BONUS GENDER PAY GAP 44.8% MALE 55.2% FEMALE BAUER MEDIA UK GENDER PAY GAP NATIONAL AVERAGE MEAN (Average) 13.9% 17.4% MEDIAN (Average) 16.5% 18.4% % OF GENDER RECEIVING BONUS 36.1% MALE 38.3% FEMALE GENDER PAY GAP BY S 32.7% 42.2% 50.2% 54.1% MEAN MEDIAN BONUS GENDER PAY GAP 9.4% 5.8% 67.3% 3.68% 57.8% OUR MEAN GENDER PAY GAP BY IS: 0.2% 1.09% 49.8% 45.9% % DEFINITIONS Pay = Salary, bonuses and allowances received, less salary sacrifice deductions, pro-rated for contracted hours. Bonus = Payments in twelve months to April 2017 defined as bonus and commission Receiving Bonuses = Percentage of workers receiving bonus or commission in year, as total of each gender. Quartile = Employees ranked by hourly rate (lowest to highest), split into four groups. KEY FEMALE MALE

6 OUR RESULTS: BCM & HBVB Why we are reporting on BCM (Bauer Consumer Media) & HBVB Under current legislation guidelines there is a requirement to report on companies that employ over 250 employees which within Bauer Media Group overall data includes two employing entities shown above* BCM 29.8% 70.2% HBVB * * all Magazines (excluding H Bauer), direct support roles (such as marketing and Finance Business Analysts), the remainder of Xcel, Specialist advertising 47.4% 45% 52.6% 55.6% 55% 44.4% all central support functions (IT, Production, BCS Finance, HR), National Advertising, Parts of Xcel 28.6% 71.4% 48.7% 38% 51.3% 57.5% 62% 42.5% PROPORTION RECEIVING BONUS MEAN MEDIAN PROPORTION RECEIVING BONUS MEAN MEDIAN GENDER PAY GAP 13.6% 17.2% GENDER PAY GAP 17.3% 19.2% 28.4% MALE 31.3% FEMALE BONUS PAY GAP 34.9% 20% 39.4% MALE 46.8% FEMALE BONUS PAY GAP -11.3% 5.9%

7 WHAT DO OUR RESULTS MEAN? The data analysis conducted here does show we have a gender pay gap when average salaries for men and women are compared across the whole company. This gap is below the national average but there is more work to do to reduce it. It is important not to get lost in the numbers as they only provide a snapshot of the information. For example the data does not take into account specifics such as job level, managerial responsibility, job function and it only takes into account the average hourly rate for male and female employees. Our results suggest that this gap exists because we have more women in lower paid roles than men this is particularly apparent in the lower quartile of the workforce who are paid the least. It is important to note that in all of the quartiles we do not believe we pay men and women differently for equivalent work. We are pleased that our leadership team is equally made up of men and women and that on our Executive Board we have more women than men. We have identified a number of initiatives existing and new which we believe will help us not only work towards closing our pay gap but will also support a more inclusive and diverse working environment at Bauer. We believe this is a long term goal which requires consistent focus both at board level and across the organisation.

8 AN OPEN, FAIR AND EQUAL CULTURE We intend to continue with the work that we do to sustain an open, fair and equal culture. Our leadership group and management team are responsible for ensuring that this culture lives in every part of our business every day. Bauer Media is certainly not complacent when it comes to gender equality. We will continue to ensure that our working practices, access to opportunities, access to training and development are gender neutral. We want women to have the same opportunities as men. We want pay to be fair, irrespective of gender and we will continue to find ways for women to achieve their potential at Bauer. It is encouraging that across most of Bauer our people are as likely to be managed by a woman as a man and we intend to keep it that way. Where it is not so we will do further analysis to understand the reasons and explore solutions. We will apply particular focus to developing women at entry levels or in junior roles and in improving the representation of women within senior positions. All our managers are trained in creating a safe and inclusive environment. We support flexible working, shared parental leave, agile working and modern working practices to underpin a healthy work life balance. We believe this approach enables both men and women to develop their careers at Bauer.

9 TRAINING AND DEVELOPMENT All our training courses encourage collaboration across all disciplines and training is accessible to everyone. Mandatory training for our managers includes our code of conduct training course which promotes the inclusive environment we want at Bauer. This has been developed further in 2018 and will now include recruitment training for all recruiting managers. In addition, our selection procedures are reviewed regularly to ensure they are appropriate for achieving our objectives. We have trained and developed a group of 60 coaches across Bauer, who in addition to their day job, can work with colleagues to offer advice, support, challenge and encouragement. These coaches can help with career advancement across the whole of Bauer. We are pleased also that a growing number of our most experienced professionals are keen to become mentors to colleagues at Bauer, sharing their experience and knowledge, to help others learn and grow. Bauer Academy is continuing to build a national reputation for outstanding programmes which develop the skills and confidence of those who find it difficult to access opportunities in the creative industries. Some of the Academy programmes are open to Bauer employees aimed at our junior teams covering an array of subjects including skills based training such as broadcast journalism, brilliant storytelling, digital marketing and a management development programme.

10 DIVERSITY AND INCLUSION AGENDA Whilst this report largely focuses on gender we believe in a broader inclusion agenda. We believe we have further work to do here. We are committed to a plan that fully considers how opportunities at Bauer are created; from where and how we recruit talent; how people s skills and knowledge are developed; and how our working practices promote and support diversity. We are forming a Diversity and Inclusion Forum to take responsibility for this plan. The forum will be made up of representatives from all areas and levels within the business. This forum will report quarterly to the Executive Board on progress achieved and actions initiated. A healthy, diverse and equal culture at Bauer is both good for business and good for society at large. We need to work harder and smarter to ensure we deliver on the work we have already started and on the new initiatives and commitments we have outlined here.

11 BAUER MEDIA GROUP GENDER PAY GAP REPORT 2017