Gender Pay Gap Report 2019
IOP Publishing (IOPP) is committed to the principle of equal opportunity and equal treatment for all employees, and this is an area in which our employees scored us highly in our recent engagement survey. Our ongoing focus on equality and diversity is reflected in our Code of Conduct, key policies and processes, Continuous Improvement programme and employee education.
We know the success of our work relies on our ability to recruit, nurture and retain a good mix of talented employees, and we ensure employees are paid equally for the same or equivalent work, regardless of gender, or any other characteristic. All roles are measured through an objective job evaluation process and salaries are benchmarked using recognised third-party sources.
The table below shows our mean and median gender pay gap as at the snapshot date of 5 April 2019. 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 2019, i.e. for the 2018 performance year.
The key factors driving the gender pay gap are the types of roles men and women take up within the organisation and the salaries these roles attract, meaning a lower number of female employees in upper-quartile positions compared with lower quartile-positions. As an organisation, we have made significant investment in our technology teams and the demographic profile for these roles still favours males over females with market rates of pay tending towards the higher quartiles.
It has always been our policy to recruit the best person for the job. We continue to work with managers to raise their awareness of unconscious bias with the aim of this not being a factor in how we appoint, develop and promote employees.
We award an annual performance-related bonus to the majority of our employees. The variation in bonus gap can be attributed to the number of males and females in part time roles. We have always been, and will continue to be, committed to providing family friendly policies for all genders, including flexible working.
Proportion of employees who received a bonus
In the 2018-2019 period we awarded an annual bonus to all eligible employees who achieved or exceeded a good standard of performance.
The table below illustrates the gender distribution across IOPP over four equally sized quartiles.
Proportion of employees by quartile male/female
|Lower middle quartile||41%||59%|
|Upper middle quartile||47%||53%|
Our gender pay gap is not a subject about which we are complacent, and we are committed to continuing our drive to promote diversity and equal opportunity in our workforce.