Global recruitment specialist PageGroup has released updated gender pay gap figures under government regulations, which state that organisations with 250 or more workers must publish information about their gender pay and bonus gaps by April 2019.
In line with reporting requirements, PageGroup’s reported results include our own employees in the United Kingdom, along with temporary workers for whom the firm manages payroll. PageGroup’s* median pay gap is 16% and its mean pay gap is 21%, a figure that remains in line with figures reported in 2018. The firm’s median bonus gap is 36% and its mean bonus gap is 54%.
The firm has also published results which relate solely to PageGroup employees. The median gap is 23% and the mean is 23%. The firm’s median bonus gap is 33% and its mean bonus gap is 53%.
The pay gap at PageGroup exists for a number of reasons. As the organisation is headquartered in the UK, several Executive Board members are on the UK payroll and therefore included in the UK figures. There is also a lower proportion of women holding the firm’s most senior roles, an issue the group has been working hard to address for a number of years.
Kieron Rathe, Group HR Director at PageGroup says, “Our updated Gender Pay Gap results are broadly in line with the results we first published in 2018. Overall the results show that we are making moves in the right direction, but we do recognise that, despite our equal pay policy, there is a pay gap.
“At PageGroup we’re focused on creating a truly diverse and inclusive workforce. We work hard to drive improvements and have made progress over the years, but we know there is more to do. Our measurements on gender balance and the gender pay gap continue to inform our approach and help us provide the right support, frameworks and initiatives.
“The themes we set out in 2018 still apply, and we are embedding our approach across the business to truly drive inclusion, diversity and, in particular, gender balance. We have been acknowledged as a UK leader, with recognition in 2018 including The Times Top 50 Employers for Women, becoming a Stonewall Top 100 Employer, as well as achieving Gold status for the Diversity Benchmark in the Race category.
“Our [email protected] network, programmes and initiatives continue to underpin and drive our ambitions and we have a number of processes in place to address the balance of women holding the most senior roles. During 2018, we reviewed and re-developed our Global Director Academy (GDA) to reflect our approach and ensure inclusive leadership is an integral part of the curriculum. In 2019, for the first time, all of our senior leaders across the world have gender diversity improvement targets linked to their bonus.
“We monitor and report on gender data across positions, promotion patterns, engagement and attrition. We’re pleased to be making progress in representation of women at senior levels and this is shown by an increase in our female Director population in the UK from 29% at the end of 2013, to 42% by the end of 2018. We saw an increase in our female Manager population, with an increase from 44% at the end of 2013, to 49% at the end of 2018 and we also saw our maternity rates in the operations side of the business rise from 74% at the end of 2014, to 87% at the end of 2018.
“We are pleased with the progress we’ve made with gender diversity over recent years, but recognise that we still have more work to do in eliminating any gender pay gap. The organic nature of our business, with senior employees almost always being promoted from within, means this will take time. We are firmly committed to driving change and are confident that the activity reflected in our report will help make this happen.”