Salmon (now trading as Wunderman Thompson Commerce) operates a culture based on openness and inclusiveness, one where employees are valued on equal merit, regardless of gender, ethnicity, age, religion, sexual orientation or disability.
WHAT IS THE GENDER PAY GAP?
Gender Pay Gap reporting is now a UK regulatory requirement for all companies with over 250 employees. The first wave of reports from over 9,000 companies must be published no later than 4th April 2018, based on data as at 5th April 2017.
The Gender Pay Gap regulatory reporting provides details of the gender and remuneration distribution across an organisation. The figure measures the difference between the average earnings of all male and female employees, irrespective of their role or seniority within the organisation.
HOW IS THE GENDER PAY GAP DIFFERENT FROM EQUAL PAY?
The Gender Pay Gap looks at the mean and median pay regardless of the roles performed. As different jobs pay different salaries and the number of men and women performing these jobs varies, a marginal gender pay gap will almost always exist.
This is different from Equal Pay, which is the difference in pay between men and women who carry out the same or similar jobs. The statistics contained in this report do not represent Equal Pay status.
As a company with a high proportion of specialised technical roles, we naturally encounter more challenges in recruiting. Salmon employs more men than women, and with fewer women in more senior roles, this results in a gender pay gap, as reflected in our gender pay data for 2018.
The Gender Pay Gap regulatory reporting provides details of the gender and remuneration distribution across our organization. The figure measures the difference between the average earnings of all male and female employees, irrespective of their role or seniority within the organization.
As we embark on new initiatives based on increasing diversity in the workplace, our focus for 2019 is to put plans in place to increase the total number of women employed in technical roles through best practice recruitment and training. We will also focus on implementing succession planning, providing opportunities for career development and promotion of women into senior management and leadership roles.