UK Gender Pay Gap 2021 - Qioptiq Limited
This is our annual gender pay gap report for the snapshot date of 5 April 2021.
- Our mean gender pay gap is 8.3%.
- Our median gender pay gap is 10.1%.
- Our mean gender bonus gap is 28.3%.
- Our median gender bonus gap is 2.9%.
A bonus payment was received by 97.9% of male employees and 95.7% of female employees.
Table 1: Pay quartiles by gender
This table shows our workforce divided into four equal-sized groups based on hourly pay rate. Band A includes the lowest-paid 25% of employees (the lower quartile) and band D covers the highest-paid 25% (the upper quartile).
|Band||Female %||Male %||Description|
|A||24.2||75.8||Includes all employees whose standard hourly rate places them at or below the lower quartile|
|B||15.3||84.7||Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median|
|C||11.4||88.6||Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile|
|D||8.9||91.1||Includes all employees whose standard hourly rate places them above the upper quartile|
The figures in this table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Our gender pay gap results show a marked improvement in all aspects, year on year.
More importantly, all of the numbers also show improvement over the period of time since we started measuring and reporting data in 2017. This is testament to the commitment of the Company and the whole organisation to take positive actions to reduce the gender pay gap.
However, whilst we have improved the position, a gender pay gap continues to exist. The Company is committed to reducing this gap in future years, recognising that the challenge is one which faces the Defence and Aerospace industry as a whole.
The gender pay gap
The issue of equal pay and the gender pay gap are often confused. While the former concerns pay differences between individuals or groups performing the same or similar work, the gender pay gap is concerned with differences in the average earnings of men and women, regardless of their role or seniority. It is therefore a broader measure capturing not simply any equal pay issues within an organisation but also any pay inequalities resulting from differences in the sorts of jobs performed by men and women and the gender composition of the workforce by seniority.
The Office for National Statistics, basing its calculations on data from the Annual Survey of Hours and Earnings, put the overall gender pay gap in the UK in 2021 at a median of 15.4%.
We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.
This pattern from the UK economy as a whole is reflected in the make-up of our organisation.
What are Qioptiq Ltd doing to address our gender pay gap?
We are committed to reducing this gap. However, we also know that this is a difficult task, which is likely to take many years to eliminate in its entirety as a number of aspects contributing to the gender pay gap are outside our control. For example, we have no control over what people choose to study or the career choices that they make; we can try to influence these through partnering with local schools, colleges and universities.
Our commitment to promoting gender diversity in all areas of our company is already in progress. In this respect we endeavour to Inform/Educate, Inspire and Support in the community in which we operate.
- Partner with local secondary schools and colleges to raise the profile of Science, Technology, Engineering and Mathematics (STEM) subjects
- Ensure that fair and non-discriminatory processes and practices are used for the recruitment, induction, training and promotion of employees.
- Support female role models eg Captain “Polar” Preet trek to the South Pole (via Team Army)
- Run a Professional Womens Network within Excelitas Technologies
- Sponsor the Women in Aviation and Aerospace Charter and working towards improving opportunities for women in this sector.
- Promote a Women in Leadership Programme within Excelitas which has Executive support.
- Achieved Disability Confident. This demonstrates an inclusivity culture – therefore likely to encourage more female applicants.
- Encourage apprenticeships and partnering with universities to encourage internships and graduates.
- Support flexible working 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.
- Utilise a leading job evaluation system to support a well-structured compensation system with clearly defined pay grades.
Reducing and eliminating the gender pay gap is a long-term initiative; we have already made good progress and we are committed to continuing this improvement
I, Peter White, Managing Director, confirm that the information in this statement is accurate.
Managing Director & VP Land Equipment, Qioptiq Limited