Browse all

Gender Pay Gap Report

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.  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 that 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 their sex (or any other characteristic set out above); all our roles are measured through an objective job evaluation process conducted by a cross-functional panel of trained in-house assessors.

The table below shows our mean and median gender pay gap as at the snapshot date of 5 April 2018. 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 2018, i.e. for the 2017 performance year.

Mean Median
Pay gap 18.9% 15.5%
Bonus gap 56% 29%

 

We remain confident that the gender pay gap is not an indication of our paying men and women differently for equivalent work and maintain that the key factors driving the gender pay gap are the types of roles that men and women take up within the organisation and the salaries that these roles attract, along with a lower number of female employees employed in senior positions compared to junior ones.

It has always been our policy to recruit the best person for the job and we have continued 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.

Proportion of employees who received a bonus

Male 91%
Female 90%

 

We award an annual bonus to employees who achieve or exceed a good standard of performance.  We are confident that as an organisation, men and women have an equal opportunity to earn a bonus through our company scheme.

Pay quartiles

The table below illustrates the gender distribution across IOPP over four equally sized quartiles.

Proportion of employees by quartile male/female

Lower quartile 34% 66%
Lower middle quartile 43% 57%
Upper middle quartile 47% 53%
Top quartile 65% 35%

 

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.  It is our expectation that over time we will start to see positive swings across the board in our reporting and we are focused on aspects that will bring long-term improvements for the business and our employees.