aveva.com AVEVA S GENDER PAY GAP REPORT

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1 aveva.com AVEVA S GENDER PAY GAP REPORT

2 AVEVA S GENDER PAY GAP REPORT OUR WORK TO ATTRACT MORE WOMEN INTO AVEVA AVEVA has an aspiration to raise the number of women in technical roles from 20% to 30% globally by In 2017 we announced our vision and targets for 2020, as we recognised that attracting women into technical roles is a challenge, as is recruitment into Science, Technology, Engineering and Maths (STEM) organisations in general. We launched a number of activities such as regional PR activities to raise awareness and the running of specific events to engage our employees. As a global organisation, anything we do extends far beyond the UK workforce and must positively impact all our employees. Our vision is not something that we can deliver quickly, but we are making changes now, to see a positive impact later. As a member of Women in Science and Engineering (WISE), the campaign for gender balance in science, technology and engineering, we are in the process of implementing a global WISE strategy to help us achieve this vision through our commitment to the WISE Ten Steps. The Ten Steps are an ambitious, industry-led campaign to ensure that women in STEM have the same opportunities to progress in their career as their male counterparts. Our WISE Strategy includes a range of positive initiatives aimed to address the gap in the areas of: Outreach to develop further the relationships we have with schools and universities Mentoring schemes to support our female talent Talent acquisition practices, to ensure we attract more women at the early career stage through to senior leadership roles Training and development of our teams in areas, such as unconscious bias Communications to share our journey internally and externally Analytics to ensure we track our progress Actions and achievements to date We have looked at ways to retain and attract female talent. We believe that flexibility is key, particularly in getting more women back into work. By working with both women and men where we can, we offer suitable arrangements to fit around the needs of their lives away from the business. It is important that organisations have more diverse thinking to creatively address gender balance. We have introduced enhanced maternity and paternity pay globally across the organisation. In 2017: 40% of our graduate intake were females 48% of recruits to manager roles were female 27% of technical new starters were female In recognition of our commitment and changes we have made on the Ten Step journey so far, the WISE Campaign named us Employer of the Year in

3 AVEVA S GENDER PAY GAP REPORT ACHIEVING OUR VISION Promote and encourage STEM subjects In 2016, WISE reported that 25% of graduates with a core STEM degree were women. We are keen to make an impact on increasing this figure over a long-term period. By working with local schools and colleges, our STEM ambassadors, through outreach activities encourage girls to take up STEM subjects from GSCE through to degree level by meeting with them and discussing their options. Early careers commitment We are continuing to make a solid commitment to early careers through both our apprenticeship and graduate schemes and will increase our intake to 50% female, as we develop talent from early careers upwards. Recruitment campaigns Through targeted and focused recruitment campaigns we will actively increase the number of women in our sales teams, specifically in areas where we have very low numbers. We will run national and international campaigns to target female applicants for technical roles, with an aspiration of a short-list of 25% female candidates for each role. Career Progression Provide the necessary support and training to improve the gender balance in our senior leadership roles. Awareness Continue with the positive progress of the WISE steering group in raising awareness across the organisation focussing on unconscious bias training for managers. Through the Board and Executive Leadership Team, continue to report and update our organisation on progress and how we can further make changes in mind sets and practices to shift the culture on how we can retain and attract female talent. Decades of academic studies have proven that socially diverse groups are more innovative with higher customer satisfaction and more engaged and motivated teams. As a global organisation, we know that any initiatives around gender diversity extend far beyond the UK workforce and that they must positively impact all our employees. We have made progress, through our commitment to WISE to ensure AVEVA moves forward in achieving its aim of increasing the number of women across the business, with a specific goal of achieving a 20-30% increase in technical roles. With the support of our Board of Directors and our Executive Leadership Team we will continue to drive and support the changes required. CRAIG HAYMAN CHIEF EXECUTIVE OFFICER, AVEVA GROUP PLC We confirm that the information and data provided is accurate and in line with mandatory requirements. 3

4 AVEVA S GENDER PAY GAP REPORT AVEVA is publishing its gender pay gap for the first time, covering the period of 6 April 2016 to 5 April The UK Government has confirmed that UK businesses with more than 250 employees publish their Gender Pay Gap Reporting (GPGR) statistics as at April Due to the nature of the gender pay gap reporting, the GPGR data looks at the average for all women and all men in all roles. The gender pay gap is not about equal pay for men and women doing the same job. AVEVA s gender pay gap, the figures and how they are reported. There are four requirements for GPGR: Gender pay gap (mean and median averages) Gender bonus gap (mean and median averages) Proportion of men and women receiving bonuses Proportion of men and women in each quartile of the organisation s pay structure The median looks at the midpoint for women and midpoint for men when ranked from the lowest paid to the highest paid. 4

5 AVEVA S GENDER PAY GAP REPORT Difference between men and women Mean Median Hourly pay at snapshot date of % 26% Bonus paid in the year up to % 80.9% Proportion of employees awarded a bonus in the year up to % NO 24% YES Proportion of male employees awarded a bonus 85% NO 15% YES Proportion of female employees awarded a bonus On average women were paid 26% less than men. AVEVA, like many other engineering led organisations, have more men within the organisation. In the UK, particularly in our Research & Development function, we have a high concentration of engineering roles. Bonus payments are taken for the 12 months up to 5th April The average value of bonuses and share awards paid to women in the time was 90% lower than the average value of bonuses and share awards paid to men. This is mainly due to the low number of women in the UK-based sales organisation. We recognise that we need more women in senior roles. 56% 44% FE 79% 21% FE 86% 14% FE 86% 14% FE Pay quartiles Lower quartile Lower middle quartile Upper middle quartile Upper quartile 5

6 aveva.com About AVEVA AVEVA is a global leader in engineering and industrial software driving digital transformation across the entire asset and operational life cycle of capital-intensive industries. The company s engineering, planning and operations, asset performance, and monitoring and control solutions deliver proven results to over 16,000 customers across the globe. Its customers are supported by the largest industrial software ecosystem, including 4,200 partners and 5,700 certified developers. AVEVA is headquartered in Cambridge, UK, with over 4,400 employees at 80 locations in over 40 countries. AVEVA believes the information in this publication is correct as of its publication date. As part of continued product development, such information is subject to change without prior notice and is related to the current software release. AVEVA is not responsible for any inadvertent errors. All product names mentioned are the trademarks of their respective holders. Copyright 2018 AVEVA Solutions Limited and its subsidiaries. All rights reserved.