Qioptiq Limited - UK Gender Pay Gap 2020

UK Gender Pay Gap 2020 - Qioptiq Limited


INTRODUCTION

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.


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

Qioptiq Limited, and its parent Company Excelitas Technologies, 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 rather than current practices, attitudes and beliefs.


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.
  • Support employees of both genders with parental responsibilities prior to, during and on return from maternity and other parental leave.
  • Utilize a leading job evaluation system to support 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.
  • Continue to support the Women in Aviation and Aerospace Charter and will work towards improving opportunities for women in this sector.
  • Drive a Women in Leadership Programme within Excelitas which has Executive support.


More broadly, the Company is committed to global diversity and inclusion initiatives with specific emphasis on gender. To that end, there are a number of embedded gender positive initiatives active in the Company, such as the ‘’UK Professional Women’s Network Employee Resource Group”, where high potential female employees across all skill pools are mentored by senior female leaders to provide sponsorship and support.

This is our annual gender pay gap report for the snapshot date of 5 April 2020.

  • Our mean gender pay gap is 14.2%.
  • Our median gender pay gap is 12.6%.
  • Our mean gender bonus gap is 56.4%.
  • Our median gender bonus gap is 46.25%.
  • The proportion of male employees receiving a bonus is 7.26% and the proportion of female employees receiving a bonus is 4%.

Pay Quartiles by Gender

This table shows our workforce divided into four equal sized groups based on hourly pay. Band A includes the lowest paid 25% of employees (the lower quartile) and Band D includes the highest paid 25% (the upper quartile).

Band Female  Male Description
A 26.6 73.4 Includes all employees whose standard hourly rate places them at or below the lower quartile
B 17.9 82.1 Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C 10.5 89.5 Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D 7.5 92.5 Includes all employees whose standard hourly rate places them above the upper quartile

 

 

 

 

 

 



CHANGES SINCE LAST YEAR

Changes over the twelve month period were small and made mixed reading, as might be expected over such a short duration.  A global bonus was payable in the previous period to all eligible employees under a Profit Share Plan which did not achieve target in this period, which alters the bonus results significantly.

We are confident that on-going practices will help to reduce the gender pay gap, but that these will only be productive if sustained over a longer term.


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, Qioptiq Limited
October 2020

Download a PDF of our UK Gender Pay Gap 2020.