What is the gender pay gap?
From 6 April 2017, companies with more than 250 employees are required by law to publish their gender pay information, covering pay and bonuses, showing the overall difference between the earnings of men and women. Gender pay differs from equal pay as it is concerned with the differences in pay between men and women irrespective of their role; whereas, equal pay deals with the pay differences between men and women who carry out the same or similar jobs.
The TUV SUD Group does not tolerate discrimination and is committed to fairness, respect, inclusion and equal opportunity and recognises the importance of diversity to its success. The following report provides information on the gender pay gap for TUV SUD Limited, provides an understanding of the gap and what we are doing to address it.
What is our gender pay gap?
The table below shows our headline median and mean gender pay and bonus pay gap based on hourly rates of pay at the snapshot date of 5 April 2018, and bonuses paid in the year ending 5 April 2018.
| || Median|| Mean|
| Gender pay gap|| 29.9%|| 22.9%|
| Gender bonus gap|| 54.6%|| 36.7%|
| || || |
| || Female|| Male|
| The proportion of males and females receiving a bonus payment|| 24.2%|| 22.5%|
| || || |
| Proportion of females and males in each quartile band|| Female|| Male|
| Upper quartile|| 10.7%|| 89.3%|
| Upper middle quartile|| 15.6%|| 84.4%|
| Lower Middle quartile|| 26.8%|| 73.2%|
| Lower quartile|| 41.0%|| 59.0%|
Why do we have a gender pay gap?
- Like many other companies within the engineering, science and construction sectors, we have more males in senior positions than women. Women make up nearly a quarter of our workforce, but we note a positive trend in the number of females in the upper pay quartile (from 8.2% to 10.7%).
- We are also encouraged that both the mean gender pay gap and the mean gender bonus gap have reduced since the last report for 2017, from 29.3% to 22.9% and 54.4% to 36.7% respectively.
- The gender bonus gap is a result of there being fewer women in senior positions where higher bonuses are paid; however, the proportion of females receiving a bonus payment has increased from 10.4% to 24.1% and is now slightly higher than the percentage of males receiving a bonus.
What are we doing to address our gender pay gap?
- TUV SUD Limited has updated its family-friendly policy (covering maternity, paternity, shared parental and adoption leave and supporting the transition back to work).
- 23% of UK delegates on Corporate Learning & Development programmes in 2018 were female.
TUV SUD Limited is committed to further reducing its gender pay gap and is progressing several actions:
- Engaging with TÜV SÜD Global initiatives to realise our global strategic aim of fostering a culture of diversity.
- Rolling out recruitment, equality and diversity and unconscious bias training for managers.
- Engaging with local educational institutions to promote careers in our core disciplines.
- Promoting opportunities for flexible working to potential and current employees.
- Rolling out a corporate employer branding initiative to increase job applicant diversity.
I confirm that the gender pay gap calculations for TUV SUD Limited are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
CEO, UK & Ireland