UK Gender Pay Gap 2018 - Qioptiq Limited
At Qioptiq we are committed to reducing the gender pay gap. Not only is it the right thing to do, but research suggests that a more diverse and inclusive workforce helps businesses bring in new skills, offers greater creativity and innovation and can lead to improved decision-making. It can also make for greater employee satisfaction and staff retention.
Qioptiq has only one legal entity in England, Wales or Scotland which meets the criteria for mandatory publication set out in the gender pay gap regulations, and accordingly that legal entity, Qioptiq Limited, is required by law to publish an annual gender pay gap report. This report shows the differences in average earnings between women and men employed by Qioptiq Limited broken down by a number of metrics. It is based on pay data on 5th April 2018 and replaces the previous report published on this website a year earlier.
What are the underlying causes of Qioptiq Limited's gender pay gap?
Qioptiq Limited, and its parent Company, Excelitas Technologies Corp., are committed to the principle of equal opportunities and equal treatment for all employees regardless of gender, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. This is evidenced by Qioptiq Limited’s Equality and Dignity at Work policies, and also Excelitas Technologies Global Standard of Business Conduct which has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other protected characteristic as set out above).
Qioptiq Limited is therefore confident that its gender pay gap does not arise from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the interplay of many factors including the roles in which men and women undertake within the organisation and the salaries these roles attract. Societal changes also take time to impact gender pay and in this respect the gender pay gap is a reflection of the past than the present.
What are we doing to address the gap?
Our commitment to promoting gender diversity in all areas of our company is already in progress. In this respect we
- Partner with local secondary schools and colleges to raise the profile of Science, Technology, Engineering and Mathematics (STEM) subjects, and to encourage apprenticeships, and partnering with universities to encourage internships and graduates.
- Support flexible working on site at all levels, in accordance with the Flexible Working Regulations 2014, including maintaining a four and a half day working week recognizing the support this can bring to both sexes.
- Support employees of both genders with parental responsibilities prior to, during and on return from maternity and other parental leave.
- Maintain a well-structured compensation system with clearly defined pay grades.
- Ensure that fair and non-discriminatory processes and practices are used for the recruitment, induction, training and promotion of employees.
- Have become a supporter of the Women in Aviation and Aerospace Charter and will work towards improving opportunities for women in this sector.
This is a welcome initiative by Government which requires companies who employ over 250 people in England, Wales or Scotland to publish data showing their gender pay gap, both in a prominent position on their own Company website, and on the Government’s website (https://gender-pay-gap.service.gov.uk).
Pay gap between men and women:
- Mean Gender Pay Gap is 13.2%
- Median Gender Pay Gap is 14.3%
Proportion of men and women who received a bonus:
- 88.0% of Women
- 92.7% of Men
Bonus gap between men and women:
- Mean Bonus Pay Gap is 10.2%
- Median Bonus Pay Gap is 6.0%
Proportion of woman in each pay quartile:
Top = 5.49% | Upper Middle = 9.5% | Lower Middle = 16.2% | Lower – 25%
Change since last year
The Bonus gender pay gap has been reduced significantly since last year’s report. This is because a global bonus was payable in the relevant period to all eligible employees under a Profit Share Plan but not the year before.
Mean Gender Pay has remained unchanged at 13.2% on the previous year although the Median Gender Pay Gap has narrowed slightly from 14.9%.
Additional steps that Qioptiq Limited will look to take which we envisage will positively impact our gender pay gap over the next one to two years are as follows:
- Introduce a new HR system which will allow for better analysis of gender data and provide a springboard for action.
- Introduce a flexible working policy to formalise our current flexible working practices.
- Work constructively by reviewing all policies and practice and remove any barrier is helpful where practicable.
- Appoint a member of the Senior Leadership Team along with the HR Director to review the progress we are making.
Qioptiq Limited will ensure that the above existing and planned actions are continued, and expanded further, in order to ensure a decrease in the gender pay gap over the long term.
I confirm that our data in this report is accurate and has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Managing Director & VP Land Equipment,
Qioptiq Limited, March 2019