Publicis Sapient welcomes the opportunity to report our U.K. gender pay gap information in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Under this new U.K. legislation, employers with more than 250 employees are required to publish their gender pay gap in relation to their U.K. employees.
U.K. Gender Pay Gap Report
Publicis Sapient Statement
Embracing diversity is at the core of our Publicis Sapient culture and manifested in our Core Values. We place huge importance on building a great company that enables all our people, regardless of identity, to thrive. Over the last few years, we have strived to deliver a better people experience and are very committed to furthering our diversity, equality and inclusion strategy.
The annual Gender Pay Gap Report is a valued opportunity to measure the progress of our ongoing commitment and focus on gender diversity at all levels. After the UK government suspended reporting last year, we published our Gender Pay Gap Report for 2020 today and I would like to share the details of that with you.
Understanding the gender pay gap
The gender pay gap is the difference in average pay between those who identify as male and those who identify as female across an organisation. This is different from equal pay which is defined as “the right for men and women to be paid the same when doing the same, or equivalent, work” (Equality Act, 2010).
Our 2020 gender pay gap results
The Publicis Sapient UK’s median gender pay gap for 2020 is 20.5%. This gap has reduced from our 2018 reporting by 4.1%, whilst there is a marginal increase of 0.6% from the 2019 gender pay gap report. The UK overall median, as per the Office of National Statistics, is 15.5% across all sectors. The Professional Services, Consulting and Technology sectors (in which Publicis Sapient would sit) have a wider gap ranging from 19.7% to 36% depending on the type of business. However, whilst our median gender pay gap falls within industry average, we recognize that despite the improvements we have made from 2018, we must continue our efforts towards bridging the gap.
Given below is a more detailed view of both the median and mean average pay and bonus gap and the % of representation by pay quartile bands, all calculated as per Government guidelines.
What does our gender pay gap data tell us and our progress to date?
Like many other organisations, our pay and bonus pay gap is largely due to the lower representation of female leaders in senior roles. The mean average bonus pay gap between Managers to Directors is 36% (and 31% median) and this gap is also largely a result of underrepresentation of female talent in science and technology, which is an industry wide challenge.
In 2019, as a way of working towards closing the gap, Publicis Sapient UK aimed to strive for the following:
- Ban all-male candidate shortlists for hiring
- Have women comprise a minimum 39% of all-level hires
- A minimum 39% of leadership to comprise women by 2020 Gender Pay Gap Report
In terms of talent acquisition, we achieved our commitment to have women comprise a minimum of 39% of all-level hires by achieving 42.9%, however we unfortunately didn’t meet our commitment to ban all-male candidate shortlists. This further illustrates the challenge we are facing, specifically in some technology roles, though it does not diminish our commitment to ultimately aim for balanced (minimum 50% women) candidate shortlists whilst maintaining our high recruitment standards.
Regarding our final commitment for leadership to comprise a minimum of 39% women by 2020, our Publicis Sapient International Leadership Team is 32.5% female whilst our Publicis Groupe UK Leadership Team surpasses the target at over 50% female representation.
We know the Covid-19 health crisis and economic impact has exacerbated some of the root causes of gender pay gaps around the world and therefore Publicis Sapient is making gender diversity in the workforce more important than ever and hence our focus continues to:
- Strive for gender balance in leadership and the broader workforce
- Ensure equity of opportunity through the provision of talent development programmes and network building opportunities
- Develop Talent Acquisition practices that encourage gender diversity in applications
We will continue to appoint the best people for all our roles, but want to ensure we have removed any barriers which could discourage female candidates from applying or being successful. Our 2021 female graduate intake for our Early Careers programme already stands at 58%. In addition to this we will continue to address equity of growth opportunities through formalised talent development programmes such as the Female Executive Sponsorship Programme, which is currently implemented in our Financial Services industry team and in the new cohort of our Next Generation Leadership Team. The Next Generation Leadership Team provides high-potential talent with leadership exposure and experiences to prepare them for future leadership roles within our organisation.
Also, along with the rest of Publicis Groupe UK, we introduced a set of new family friendly policies from September 1st 2021; including increasing pregnancy/maternity, adoption, surrogacy and shared parental leave to 26 weeks full pay and paternity/second parent leave to four weeks full pay and a phased return to work during the first month back (on full pay).
Finally, we will continue to seek the support of all UK colleagues in creating an inclusive environment that helps us achieve our gender diversity goals faster and to enable everyone at Publicis Sapient the opportunity to thrive.
Managing Director, U.K., Publicis Sapient
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