Capgemini UK publishes its Gender Pay Gap report

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As part of our ongoing commitment to becoming a more actively inclusive workplace, we have published our pay gap ahead of schedule.

Under new legislation, UK employers with 250 employees or more must publish their gender pay gap by April 2018. As part of our ongoing commitment to becoming a more actively inclusive workplace, we have published our pay gap ahead of schedule. I’ve spoken to UK HR Director Frances Duffy to find out more.

What is the gender pay gap at Capgemini?

Frances Duffy (FD): “Based on the new regulations, our data shows the overall difference between men and women’s hourly pay at Capgemini UK is 17.0% (median) and 19.4% (mean) – compared to the national median figure of 18.1%. Our gap is primarily caused by having fewer women in senior grades and highly paid technical roles, which is an issue faced widely across the technology industry.  When we compare pay for equal or similar work across our organisation, the gap is significantly lower at 1.6%.”

Why do you think it is important to monitor and measure our gender pay gap?

FD: “We want our organisation to be a place where everyone has the opportunity to progress and develop, no matter what their gender; publishing and monitoring of our pay gap is a great way to ensure our workplace is committed to making a real difference. Our report demonstrates to our clients and the wider market that we are taking steps to close the gap and to maintain an inclusive work environment.”

How do you plan to close the gap?

FD: “Our Active Inclusion programme launched in 2016 is helping us to address the gap. Some of our initiatives include improving opportunities for flexible working through our new work-life harmony policy; refreshing recruitment processes to ensure an inclusive approach to hiring; taking gender into consideration when succession planning for all key leadership roles; rolling out inclusion education for our vice presidents, hiring managers, recruitment and HR teams; promoting our female role models both internally and externally, and introducing a returnships programme to support women to return to work after longer-term career breaks.

“We know that closing the gap will take time; our aim is to see year-on-year improvement as we make progress towards achieving greater gender balance in our senior roles and technical roles.

“Meanwhile, I’m pleased to say that we are already seeing progress through our work on gender: we re-entered The Times Top 50 Employers for Women earlier this year, won ‘Company of the Year’ at the First Women Awards and have recently been awarded EDGE Assess certification for our work around gender equality.”

Read the report in full here and for more information what the gender pay gap is and the difference between gender pay gap and equal pay go to the EHRC website.

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