IOP Publishing (IOPP) is committed to the principle of equal opportunity and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).
We are committed to addressing diversity within our organisation. The success of our work relies on our ability to recruit, nurture and retain the richest mix of talent. We use several internal mechanisms to support the achievement of balance in the workforce. All jobs are evaluated through a non-gender influenced job evaluation process by a group of trained in-house assessors, our recruitment processes are transparent and our development approaches fair. We always aim to have a gender mix and raise awareness of unconscious bias which may factor in the appointment, development and promotion processes.
The table below shows our mean and median gender pay gap as at the snapshot date of 5 April 2017. It also captures the mean and median difference between total bonuses paid to men and women across IOPP in the year up to 5 April 2017, i.e. for the 2016 performance year.
We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. At IOPP, the key factors driving the gender pay gap are the types of roles which men and women take up within the organisation and the salaries that these roles attract, together with a lower number of female employees employed in senior positions compared to junior ones. The bonus gap reflects the previous factors and the significant proportion of women employed in part-time roles.
Proportion of employees who received a bonus
IOPP awards an annual bonus to employees who achieve a good performance rating or above. We are confident that as an organisation men and women have an equal opportunity to participate in and earn a bonus.
The table below illustrates the gender distribution across IOPP over four equally sized quartiles.
Proportion of employees by quartile Male Female
Lower quartile 40% 60%
Lower middle quartile 35% 65%
Upper middle quartile 43% 57%
Top quartile 66% 34%
IOPP’s gender pay gap is not a subject about which we are complacent, and we are committed to doing everything that we can to promote diversity and equal opportunity in our workforce.