Gender Pay Gap Report 2018 /framestore
Introduction to Framestore Established in London in 1986, Framestore has a proud history creating extraordinary images, working across film, advertising and content, has collected every possible industry award along the way. We currently have over 2400 employees globally, with an eclectic mix of skills that range from physicists, mathematicians and computer scientists to writers, directors, designers and animators. As at 5 April 2017, there were 992 employees at Framestore, London.
Framestore: UK Gender Pay Report Gender Pay: background UK Regulations introduced in 2017 require companies with 250 or more employees to publish their gender pay gap information by April 2018. The figures are calculated as at what is termed the snapshot date, which is 5 April 2017. Annual reporting is then required. Gender Pay and Equal Pay Regulations specify data to be published: average (mean) and median gross hourly earnings and bonuses paid to all employees in the business, employee gender breakdown by pay quartile and proportion of males and females obtaining bonuses. Gender Pay is not the same as Equal Pay legislation which requires men and women to be paid equal pay for equal work. Framestore adheres to and complies with this legislation. Our UK gender division on the snapshot date was 74.36% (male) and 25.64% (female)
Summary of our findings (1) We seek to attract and retain the best and brightest in our field and this is not gender defined. The success of our business relies on the efforts and talents of all members of the team both female and male. Framestore has a merit-based culture, with opportunities given on the basis of talent, skills contribution and hard work. 50% of our CEO s direct reports, and therefore the senior leadership team of the company, are female. Within our artist teams, the majority of senior managerial or supervisory roles are held by males. Both our mean and median gender pay gaps are below the national average as reported by ONS in 2016 (18.1%). Where bonuses are paid, these discretionary bonuses are based on business performance and personal contribution, equitably applied to male and female employees.
Summary of our findings (2) On analysing the salary data in our four quartiles the pay gap is considerably smaller. In quartile one, this shows that the average gross hourly rate for females is higher than for males. The proportion of females in quartiles one and two is higher than the overall average, which demonstrates that we are attracting a higher proportion of females into the business. We anticipate that this will have a positive impact on the overall statistics as these females progress through the business. Framestore also operates a return-to-work bonus for employees returning after a period of maternity or shared parental leave. On reviewing our flexible working data on the snapshot date, we had 57 employees on flexible working hours; the gender division of this was 30 males and 27 females. Our gender split ratio is consistent with that of our industry sector. The proportion of females leaving secondary and further education with a qualification in science, technology, engineering and maths (STEM), which are typically the areas from which we recruit, is significantly lower than the number of males with STEM qualifications.
Current and future initiatives We actively seek opportunities to participate in, as well as support, events which encourage more females to consider careers in the visual effects industry. We have several internal STEM ambassadors who visit local schools and colleges outlining and promoting visual effects as a career option. We are a member of an industry-wide diversity group - Access VFX which combines forces to encourage entry from under-represented groups who might not have considered VFX as a career plan. Moving forward, our commitment for the next 12 months: Continue to review our pay and bonus policies to ensure they are fair and transparent. Continue to encourage flexible working practices and agile working across the organisation. Continue to seek opportunities as a leader in our field to encourage entry-level applicants and females into a career in visual effects. We have recently launched an internal Diversity and Inclusion Forum which will focus on activities to attract and retain females and others who are currently under-represented within our industry.
Gender Pay Report (5 April 2017) - Our Figures Mean Median Gender Pay Gap 14% 16.4% Gender Bonus Gap -13.5% 3% Proportion of employees who received bonus Mean 11.3% 7.9%
Gender Pay Report (5 April 2017) - Our Figures Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Female, 32.0% Female, 29.1% Female, 23.1% Female, 18.4% Male, 68.0% Male, 70.9% Male, 76.9% Male, 81.6% Female Male
Pay quartile analysis Whilst not a requirement of the gender pay legislation, we also analysed the mean and median gender pay for each of our pay quartiles. Quartile Mean Median Q1 - Lower -6.6% -13.6% Q2 Lower Mid 2.96% 7.9% Q3 Upper Mid -0.87% 0% Q4 - Upper 3.5% 4.5%
Explanation of terms What is mean? The average of a set of numbers found by adding up all of the numbers and dividing the result by the total number on the list. What is median? This is an alternate average whereby the numbers are listed in numerical order. If there is an odd number of results the median is the middle number. If there is an even number of results the two central values are added together and divided by two to get the median. A positive percentage figure reveals that typically female employees have lower pay or bonuses than male employees. A negative percentage figure reveals that typically male employees have lower pay or bonuses than female employees. What is a quartile? The total number of employees are divided into four equal parts once ordered by hourly rate from lowest to highest. Each quartile gives a range of hourly rates within that quartile and the gender division within the quartile. We then calculate the percentage of males and females within each quartile.
A message from our CEO and Head of HR We confirm the data reported is accurate. William Sargent Chief Executive Officer Signature Date: 28.03.18 Anne Murphy Head of HR Signature Date: 28.03.18