Qioptiq Limited - UK Gender Pay Gap 2019

UK Gender Pay Gap 2019 - Qioptiq Limited

INTRODUCTION

Qioptiq Ltd is required by law to publish an annual gender pay gap report. This report represents the 3rd annual report since UK
legislation made this mandatory. Equality of treatment, quite apart from it being the only ethical position and brings business
benefits. Research suggests that a fairer and more diverse and inclusive workforce, for which pay and gender is but one
dimension, helps businesses bring in new talent leading to stronger performance. It can also make for greater employee
satisfaction and staff retention.

COMMITMENT TO EQUALITY OF OPPORTUNITY 

Qioptiq Limited, and its parent company Excelitas Technologies, are committed to the principle of equal opportunities and equality of 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). 

SCOPE AND METHODOLOGY 

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. This report shows the differences in average earnings between women and men employed by Qioptiq Limited broken down by a number of metrics.  The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The figures are based on pay data as of 5th April 2019 and replaces the previous report published on this website a year earlier. 

WHAT ARE THE UNDERLYING CAUSES OF QIOPTIQ LIMITED'S GENDER PAY GAP?

Under UK law, men and women must receive equal pay for:

• The same or broadly similar work
• Work rated as equivalent under a job evaluation scheme or
• Work of equal value

Qioptiq Limited is confident that its gender pay gap does not arise from paying men and women differently for the same or
equivalent work. Rather differences in pay due to gender is the result of the interplay of many factors including the career choices
often made at an early age, the roles subsequently that men and women later undertake within the organization and the salaries
these roles attract. The company also recognizes that women are more likely than men to take career breaks due to bringing up
children and the impact this has on earnings. While changes in society take place, they do so slowly and take time to follow
through into pay. In this respect the ‘gender pay gap’ as it is referred to, is a reflection of the past more than the present. The
gender pay data referred to below while Qioptiq Ltd specific is generally representative of gender earnings of the UK economy as
a whole.

WHAT ARE WE DOING TO ADDRESS THE DIFFERENCES IN PAY?

Our commitment to promoting gender equality in all areas of our company is already in progress. In this respect we:

  • Welcome and acknowledge the requirement to comply with the relevant legislation which requires Qioptiq Ltd to report on differences in gender pay on the company’s and UK Government’s website (https://gender-pay-gap.service.gov.uk).
  • Use a leading job evaluation system to support a well-structured compensation system with clearly defined pay grades.
  • Support request for flexible working on site at all level wherever possible, in accordance with the Flexible Working Regulations 2014.
  • Offer a standard four and a half day working week recognizing the practical support this can bring across the workforce particularly those with traditional caring responsibilities such as those with children or elderly parents.
  • Support employees with parental responsibilities and on return from Maternity and Paternity leave.
  • Partner with local secondary schools and colleges to raise the profile of Science, Technology, and Engineering and Mathematics (STEM) subjects for both genders. We have done similar encouraging apprentices and those at university offering internships and providing work experience.
  • Ensure that fair and non-discriminatory processes and practices are used for the recruitment, induction, training and promotion of employees.
  • Continue to review the company’s website and other literature to ensure a positive message is given to encourage women into all areas of the business and avoid the use of any gender bias in any of our images.
  • Continue our support of the Women in Aviation and Aerospace Charter and will work towards improving opportunities for women in this sector.
  • Created a Women in Leadership group within Excelitas which has Executive support.


PAY GAP BETWEEN MEN AND WOMEN:

  • Mean Gender Pay Gap is 13.8%
  • Median Gender Pay Gap is 16.8%


PROPORTION OF MEN AND WOMEN WHO RECEIVED A BONUS:

  • 82.8% of Women
  • 91.4% of Men


BONUS GAP BETWEEN MEN AND WOMEN:

  • Mean Bonus Pay Gap is 49.7%
  • Median Bonus Pay Gap is 4.3%


PROPORTION OF WOMAN IN EACH PAY QUARTILE:

Top = 7.5%   |   Upper Middle = 10.5%   |   Lower Middle = 17.9%   |   Lower – 26.6%
  (Band A)               (Band B)                               (Band C)                      (Band D)
 

CHANGES SINCE LAST YEAR

Changes to most metrics reported above were small and provided mixed readings. Mean Gender Pay Gap is reported at 13.8%
against 13.2% the previous year. However the mean gender pay gap for the whole economy (according to the October 2019
Office for National Statistics (ONS) Annual Survey of Hours and Earnings is 19.4%.

Median Gender Pay Gap increased to 16.8% as opposed to 14.3% the previous year.

Against this the proportion of women in the top pay quartile increased to 7.5% against 5.49% the previous year and the upper
middle quartile saw the proportion of woman at 10.5% this based on latest data up 1% against the previous year.

Small changes in the number of female employees, particularly across some bands, means that single year movements can be misleading. Also the data lends itself to analysis for insight. For example, the mean bonus gap of 49.8% reflects that only 7% of employees in the Upper Pay Quartile (Band A) are women. This is by product of a long term historical trend of fewer females entering into engineering in the UK. 

Long term trends are more revealing and over time Qioptiq Ltd will have data against which to accurately conclude. 

Qioptiq Ltd and that of our parent company, Excelitas Technologies believes our commitment to the practice and initiatives reported above will impact positively in the years ahead. 

DECLARATION

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.

Peter White

Managing Director & VP Land Equipment,

Excelitas, March 16, 2020

Download the PDF of our UK Gender Pay Gap 2019