Capgemini and the Gender Pay Gap

The government is introducing new gender pay gap reporting regulations, so all UK companies will have to publish their gender pay gap information. Although Capgemini is not required to publish this information externally until April 2018, we have taken an initial view of our Gender Pay Gap and, in the spirit of our ‘ Active Inclusion’ strategy, we want to share this with information now, ahead of the final regulations.

What is the Gender Pay Gap?
The Gender Pay Gap 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. 

What the Gender Pay Gap isn’t!
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, Capgemini UK’s gender pay gap was 18.5%, compared to the national figure of 19.2%.

Like many other companies, our pay gap is primarily caused by having fewer women in senior grades and roles in the company than men. This is not uncommon in the technology industry and is something we are actively seeking to address.

Another key reason for our gap is that we don’t have the same proportion of women in each grade.  Women make up just over 30% of our junior grades but this decreases to less than 20% of our senior grades and roles. Compared to men who make up just under 70% of our junior talent and more than 80% of our senior grades and roles.

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, particularly from our management grades upwards. 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 Work-Life Harmony policy provides 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.

The Office for National Statistics (ONS) Annual Survey of Hours and Earnings: 2015 Preliminary results are available via the link.