HP UK gender pay gap report

Transcription

1 HP UK gender pay gap report For the period ending 5 April 2018

2 HP UK gender pay gap report George Brasher Managing Director, HP UK and Ireland Debbie Irish HR Lead, HP UK and Ireland HP has a longstanding commitment to diversity and inclusion. Since our founding 80 years ago, we ve built our business on the belief that everyone no matter their gender, race, or other personal characteristics is entitled to the same opportunity to learn, contribute, and thrive. That s because we see equity as more than a core value. It s a catalyst for innovation and growth. Therefore, we re pleased to present HP UK s gender pay gap report for the period ending 5 April At HP, we re committed to transparency and applaud this reporting legislation as a way to drive positive change in the UK workforce. Although its data is limited to HP UK, this report reflects HP s overall approach to compensation. We consult market and benchmark data to set salary ranges, and regularly review our practices to make sure we are equitably paying individual employees and our workforce overall. We consider factors such as employees roles, the location of their job, their experience, and their performance, and take prompt action to correct inequality when we find it. Summarising our results The gender pay gap is the difference between what the average woman and the average man earns, regardless of role and responsibilities. For purposes of this report, it is expressed in terms of the median (midpoint) and the mean (average). As the data shows, HP UK has a balanced approach in how we pay male and female employees. The mean pay for the average man is 1.5% higher than the average woman, and the median pay is 1.8% higher for the average man compared to the average woman. 2

3 When looking at bonuses, the data tells a slightly different story. In this case, female employees received higher bonuses, as measured by both mean (10.5% higher) and median (1.3% higher). While we re pleased that the gap between how we pay male and female employees is relatively small, the ideal would be no difference, and that is what we continue to strive for. Our report also shows that HP UK, like the wider technology industry, employs significantly more men (74%) than women (26%). We are determined to bring this ratio into better balance. It s why last year we made three commitments to help HP UK attract, develop, and retain women interested in a career in technology: firstly, to ensure that at least 50% of our annual interns are women; secondly, to join the Tech Talent Charter (TTC), an organisation dedicated to increasing diversity in the UK technology industry; and thirdly, to establish a returners programme to encourage women to resume their technology career after time away. We re pleased to report that we met all three commitments in the past year. These and other initiatives including integrating unconscious bias training into our leadership training programmes and rolling out Belong at HP, a global programme encouraging all employees to bring their whole selves to work support HP s holistic approach to promoting diversity, inclusion, and opportunity across our workforce. We believe leadership begins with accountability and what gets measured gets done. Eliminating inequality between men and women is a priority, and publishing this report is part of a larger, longer-term goal to bring the very best talent to HP UK. George Brasher Debbie Irish Managing Director, HP UK and Ireland HR Lead, HP UK and Ireland 3

4 The gender pay gap and equal pay are different The gender pay gap is the difference between what the average woman and the average man earns, regardless of the nature of their role and responsibilities. Equal pay compares the compensation of employees with the same job category, title, responsibilities, and experience. Rather than identifying differences in pay between all men and all women across all jobs, it examines whether men and women in similar roles and with similar skills are being paid differently for doing equal work. 4

5 Calculating the mean and the median The gender pay gap is expressed in terms of the mean and the median in this report. Here s a quick explanation for calculating each measure. An example: Calculating the mean The mean gender pay gap is the difference between the average hourly pay for women and for men Add up the 7 hourly rates: 240 Divide by 7 Determine mean: An example: Calculating the median The median gender pay gap is the difference between the midpoints of average hourly pay for women and for men Median 5

6 Gender pay results for HP UK In the UK, HP employs more men than women. Of our workforce, 26% are women. HP UK workforce 74% 26% men women The average female employee at HP UK holds a higher job grade than the average male employee, but there are more men in higher job grades overall. Put another way, proportionally more women than men are in managerial and leadership roles at HP UK. Average man at HP UK Average woman at HP UK More junior More senior Note: The larger the circle, the greater the population. For illustration only. 6

7 At HP UK, the mean pay for the average man is 1.5% higher than it is for the average woman, while the the mean bonus for the average woman is 10.5% higher than that of the average man. The mean pay for the average man at HP UK is 1.5% higher than it is for the average woman. The mean bonus for the average woman at HP UK is 10.5% higher than it is for the average man. HP UK gender pay gap HP UK gender bonus gap Mean 1.5% -10.5% Median 1.8% -1.3% Note: A negative number indicates that women on average earn more than men. The median pay for the average man at HP UK is 1.8% higher than it is for women. The median bonus for the average woman at HP UK is 1.3% higher than it is for men. Median pay for the average man at HP UK is slightly higher (1.8%) than the average women, while the average woman receives a slightly higher median bonus (1.3%). 7

8 A marginally higher percentage of women than men at HP UK received bonuses. 91% 95% The data below expresses the ratio of men and women at HP UK in four pay groups, from lowest to highest. The pay groups comprise an equal number of employees. The ratio between men and women in quartiles 3 and 4 closely aligns with our overall employee population. Pay quartiles 1: Lower 2: Lower middle 3: Upper middle 4: Upper 70% 30% 79% 21% 74% 26% 75% 25% 8

9 Our goal is to create a balanced and diverse workforce that fully represents our customers and stakeholders. It s vital to fuelling innovation and driving business results. We need to attract, develop, and retain more talented women and underrepresented populations in our workforce at all levels. This applies to HP UK as well as the entire technology industry. Shifting mindsets and changing behaviours will take time. It will require investing in partnerships and programmes that take the long view while removing as many barriers as quickly as we can. A year ago, HP UK made three commitments to help increase the number of women in our workforce and in our industry. We re pleased to have met each of them, as described below. Additionally, in the past year we rolled out unconscious bias training to all our hiring managers with the aim of changing behaviours that may reinforce or introduce inequality. Commitments To ensure at least 50% of the interns we hire each year are women. This requirement is now in place and 54% of our interns in were women. As a founder signatory, to work with the TTC to increase the number of women employed in the UK tech industry. In 2018, HP UK became a strategic board member of the TTC, and we play an active role in helping to drive the success of the organisation and its goal to improve the diversity of the UK tech industry. To introduce a returners programme to encourage professional women to re-enter the workforce after time away. After a successful trial, this programme is now in place at HP UK. Visit our Global Diversity and Inclusion website for more information about what HP is doing to increase the representation of women and other populations in our workforce and industry. For further information about the gender pay gap, please visit Acas (Advisory, Conciliation and Arbitration Service). HP UK gender pay gap report Copyright 2019 HP Development Company, L.P. 9