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Addressing the gender pay gap at Capgemini UK

Categories : PeopleDiversity

The Final Regulations in relation to mandatory gender pay gap reporting have now been published and although Capgemini is not required to publish anything until April 2018, Capgemini UK has taken an early view. I spoke to Capgemini UK HR Director Frances Duffy to find out more and here’s what she told me:

What is the gender pay gap?

Frances Duffy, UK HRD“It is the overall difference in what men and women earn, based on the median gross hourly earnings, excluding overtime, of all women compared to all men, across the whole organisation. This is expressed as a percentage of the man’s earnings.

“It’s important to understand what the gender pay gap isn’t though! It isn’t a like for like comparison or measure of equal pay for equal or similar work.  For example, it doesn’t take into account that different roles have different rates of pay.  Also, that there are different proportions of men and women in different grades and roles.”

What is the Capgemini UK gender pay gap and why do we have one?

“In September 2016, Capgemini UK’s gender pay gap was 18.5%, compared to the national figure of 18.1%.

“Like many other companies, our pay gap is primarily caused by having fewer women in senior grades and roles in the company than men, and by the fact that we don’t have the same proportion of women in each grade. This is not uncommon in the technology industry and is something we are actively seeking to address. It’s good that our graduate and apprentices programmes are attracting more women and the proportion of women is increasing in our junior talent levels, but this is also making our gap worse.

“It’s important to note that if we look across the whole organisation by role and grade and compare pay for equal or similar work, then the gap is significantly lower at 1.6%.”

What is Capgemini doing to address the gap?

“As part of our focus on Active Inclusion, we are taking steps to increase the proportion of women in the company.  Initiatives range from reviewing our branding, advertising, people policies and processes to ensure that we attract and retain women and remove unconscious bias. We particularly want to encourage women to return to work after maternity leave and ensure that their careers continue to progress. Feedback tells us that flexibility is important for achieving this, so our new Work-Life Harmony policy will provide a framework for greater flexibility. We are also making sure that roles advertised consider part-time applicants, where appropriate.

“Capgemini welcomes the pay gap reporting as it supports our continued focus on this issue. We know it’s going to be a long journey as it will require us to have consistency in the proportion of women throughout our grades.  But we are committed to closing this gap and eliminating equal pay issues.”

To find out about the great women who work at Capgemini and hear them talk about their careers and experiences, visit our ‘Women at Capgemini’ page.

About the author

Magda Bulska
Magda Bulska
Magda is responsible for managing Capgemini’s media relations programme and supporting its digital and internal communications activities. Before joining Capgemini in 2015, she ran PR campaigns in the UK and across EMEA for a number of blue chip companies and start-ups. Originally from Poland, Magda is passionate about (in no particular order) good films, travel photography, diversity and discovering quirky places all around the UK.

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