UK Gender Pay Gap

UK Gender Pay Gap Report 2018

Gender Pay and Bonus Gap Results

Our results are shown in the tables below and published on the UK Government website.

Table 1

Table 1: the % difference between the mean and median average hourly pay, and the mean and median average bonus, for all men and all women in the UK organisation. A positive measure indicates the extent to which the average pay or bonus for female employees is less than the average for male employees.

Table 2

Table 2: the proportions of UK male and female employees who were paid bonus in the year leading up to 5 April 2018.  

Table 3

Table 3: in each of the lower, lower middle, upper middle and upper quartile pay bands, the proportion of UK employees who are male or female.

Our gap is impacted by the lack of female representation in senior roles at Metaswitch. Like many other technology and engineering companies in our sector, we face challenges recruiting women into technical roles. We also need and want more female representation in non-technical senior roles.

Our bonus data is based on actual bonus paid, so also impacted by Metaswitch having a much higher percentage of female employees working part-time compared to male employees.

Our commitment

We have made a commitment to reduce our gender pay gap by driving forward initiatives in four key areas.

• Increasing the stretch and reach of our recruitment.
• Maximising our appeal to a more diverse range of potential employees.
• Removing any potential internal bias from our systems and processes.
• Ensuring inclusion is a fundamental part of Metaswitch and what we do.

Our progress so far

We have taken steps in a number of areas to attract, develop and support women at every level across the organisation – and ultimately deliver on our commitments.

This year our activities have included the following:

• We have launched new employee networks (including the Minority Gender at Metaswitch Network) to bring together employees from across the organisation in an inclusive and supportive framework.
• We have introduced a new Reverse Mentor program to encourage support and knowledge/experience share across all levels of our organisation.
• We completed a gender benchmarking audit with Business in the Community to ensure Metaswitch is a supportive and inclusive organisation for female employees.
• We have promoted the opportunities within STEM careers, inviting local female students to our head office for valuable work experience and Q&A with female engineers from across the business.
• We have introduced new recruitment practices to ensure inclusivity at every stage and maximise our reach to a more diverse audience.
• We have joined the Graduate Engineering Engagement Programme with the Royal Academy of Engineering, to encourage the transition of diverse engineering students from a wide range of universities into careers in engineering.
• We joined the Majority Allies and Leveraging the Culture Action Group, both designed to improve the inclusivity of the engineering industry culture.
• We have expanded Learning and Development activities across Metaswitch, to improve knowledge on topics such as Diversity, Inclusion, Equality and Psychological Safety.

We are disappointed that both our Mean and Median gender pay gaps have widened since 2017. This is due to more female employees being employed in junior and entry roles and the addition of new senior hires in the past year, most of whom were male. This is a key indicator for us that our efforts and activities to increase female representation need to be relevant to all levels of the business.

We are committed to improve diversity and inclusion and recognise and value the impact this has in helping create happier and more productive teams, better business performance, more diverse thought and informed decision making. The issues and challenges that the GPG statistics expose are extremely valuable in helping us understand how we can drive improvement forward. We will be working hard to reduce our gap.

We expect that, as our support and retention efforts above take effect over the next few years, along with our activities and focus to increase female graduate entry level recruitment, we will see first a continued slight increase in our gender pay gap for the next few years, and only then a steady, steepening decline.

We are committed to reducing our gender pay gap and ensuring Metaswitch has a progressive, diverse, inclusive and supportive environment for all our employees. Reducing our gap will not be a quick fix, but we know that increased diversity in our workforce will increase our innovation and improve the service we provide our global customers, as well as demonstrating the full variety of inclusive and fulfilling career opportunities we offer. We are embracing our part in this and looking forward to driving lasting change.

UK Gender Pay Gap Report 2017

Gender Pay and Bonus Gap Results

Our results are shown in the tables below and published on the UK Government website.

Table 1

Table 1: the % difference between the mean and median average hourly pay, and the mean and median average bonus, for all men and all women in the UK organisation. A positive measure indicates the extent to which the average pay or bonus for female employees is less than the average for male employees.

Table 2

Table 2: the proportions of UK male and female employees who were paid bonus in the year leading up to 5 April 2017.  

Table 3

Table 3: in each of the lower, lower middle, upper middle and upper quartile pay bands, the proportion of UK employees who are male or female.