One year on, our gender pay gap remains largely unchanged. The April 2019 shows a Gender Pay Gap of 26.09 % which is marginally lower than the 27.5%, which we reported in April 2018.
What is driving our Gender Pay Gap?
The biggest factor behind our gender pay gap is the balance of men and women across job levels. If we break our internal grades down approximately 80% of our employees in leadership roles are male. As with most companies, there are fewer senior roles and vacancies for such roles arise less frequently.
In analysing the gender pay gap we need to factor in the IIS population (employees on UK contract who work for in international roles linked into Germany where we have no influence on pay), which does impact our gender pay gap. Excluding IIS the gender pay gap would be 18.85% (considerably down from 23.51% in 2018). This gap is slightly below the IT industry average of 21%. Under gender pay legislation we have to report both the IIS and UK employees in our submission, but it is important to highlight how this section of employees impact the UK numbers.
The mean bonus gap increased from 40.7% to 48.03% between April 2018 and 2019 and this gap widened our gender pay gap number. However, again we need to highlight that there is a wide variance in the mean bonus gap between the UK population, where the mean bonus gap is 31.29%, compared to 68.97% for the IIS population.
What is T-Systems Limited doing?
Our aim is for everyone at T-Systems to be able to build and sustain a successful career. We believe this requires a combination of deliberate actions and ensuring that we provide an inclusive and diverse culture in a flexible environment for our people to operate in. Our second gender pay gap report shows that our pay gap remains largely unchanged, so we have more work to do.
We have developed a clear action plan with specific initiatives that will help close the Gender Pay Gap further and create a diverse and inclusive culture. These include:
- Attracting and hiring more women into our business, through inclusive bias-free recruitment and promotion practices
- We have a central community championing Diversity and Inclusion across T-Systems
- Building an inclusive culture where all our people can be completely themselves and succeed in partnership with our Diversi-T Community
- Enabling more women to progress to senior management levels through mentoring, coaching sponsorship, training and development programmes with a bias-free internal mobility process
We shouldn’t expect the reported figures to change quickly, but minor movements are not unexpected. Fundamentally we are not happy with a gap, but our long-term goal is to reduce our gap and achieve gender parity across all levels.
If you have any further questions or would like to know more about our initiatives please contact us.