Ideagen UK Gender Pay Report 2019
What is the difference between the gender pay gap and equal pay?
The gender pay gap is very different from equal pay. Equal pay is about ensuring that men and women are paid the same for carrying out the same jobs, similar jobs or work of equal value, as set out in the Equality Act 2010.
The gender pay gap compares the average earnings of all male employees within the organisation to the average earnings of the female employees in the same organisation, regardless of their role or seniority. The difference in these two average amounts is the ‘gender pay gap’.
Ideagen Software Limited is committed to equality and we are comfortable that all our employees are paid fairly and equally for carrying out the same roles or work of equal value, however we acknowledge that we still have work to do in closing the gender pay gap.
What calculations are required by legislation?
As a relevant employer, Ideagen Software Limited are required to report and publish on the gender pay gap annually. To do this, six different measures are used:
- Mean Gender Pay Gap
The difference between the mean hourly rate of pay that male and female full-pay relevant employees receive.
- Median Gender Pay Gap
The difference between the median hourly rate of pay that male and female full-pay relevant employees receive.
- Mean Bonus Gender Pay Gap
The difference between the mean bonus pay that male and female relevant employees receive.
- Median Bonus Gender Pay Gap
The difference between the median bonus pay that male and female relevant employees receive.
- Bonus Proportions
The proportions of male and female relevant employees who were paid bonus pay during the relevant period.
- Quartile Pay Bands
The proportions of male and female full-pay relevant employees in the lower, lower-middle, upper-middle and upper quartile pay bands.
What are Ideagen Software Limited’s gender pay gap figures for 2019?
The following data has been collated based on the 5th April 2019, i.e. the snapshot date. The below graph shows the split of male and female employees working at Ideagen Software Limited at the time.
Employees at Ideagen PLC
As a relevant employer, Ideagen Software Limited has collected the required data for its calculations, using the six different measures as mentioned above. The findings for the gender pay gap and gender bonus pay gap can be seen below:
Our analysis shows that the overall difference between men and women’s earnings within the organisation is 25.95% mean gender pay gap and 26.87% median gender pay gap, based on hourly rates of pay at the snapshot date of 5th April 2019. The pay gap reﬂects the composition of our workforce and is largely due to there being a larger proportion of men in higher paying management roles and a higher percentage of men in our technical function.
This year’s data shows that there have been some improvements, with a decrease of 4.36% in the mean gender pay gap calculation and a decrease of 1.28% in the median gender pay gap calculation respectively when compared to the 2018 results.
We recognise that we are moving in the right direction but acknowledge that we have more work to do to close this gap.