Ideagen UK Gender Pay Report

As a relevant employer, Ideagen Software Limited has collected the required data for its calculations, using the six different measures as mentioned above. The findings for the gender pay gap and gender bonus pay gap can be seen below:

Our analysis shows that the overall difference between men and women’s earnings within the organisation is 25.95% mean gender pay gap and 26.87% median gender pay gap, based on hourly rates of pay at the snapshot date of 5th April 2019. The pay gap reflects the composition of our workforce and is largely due to there being a larger proportion of men in higher paying management roles and a higher percentage of men in our technical function.

This year’s data shows that there have been some improvements, with a decrease of 4.36% in the mean gender pay gap calculation and a decrease of 1.28% in the median gender pay gap calculation respectively when compared to the 2018 results.

We recognise that we are moving in the right direction but acknowledge that we have more work to do to close this gap.

Key influencers on our gender pay gap

• Ideagen Software Limited has a predominantly male workforce.
• There are more men in both senior and sales roles, which attract higher salaries and bonus payments
• Ideagen Software Limited is an acquisition based organisation, with many employees (typically more men than women) being acquired into the business. This has also meant that we are sometimes constrained by legacy contractual obligations, including historic pay scales.
• Historically, the tech industry has attracted more men than women.

We acknowledge that we have a gap and we are working towards reducing this. We know that our gender pay gap is less of a pay issue and more down to a lack of female representation in certain roles, including sales, software developers and leadership roles. We are confident as an organisation, that people in the same role with the same skill level are paid equally.

Ideagen Software Limited is committed to the principle of equal opportunities and equal treatment for all employees, regardless of several characteristics including sex, race, religion or belief and age etc. We continually strive to ensure that we are paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).

As an acquisition based organisation, we are sometimes constrained by legacy contractual obligations, however we are focused on achieving an improvement in our gender pay gap year on year. We are confident that as we make progress towards achieving greater gender balance in certain roles, including software developers and leadership roles, our gender pay gap will reduce.

As part of our work towards closing the gap, we aim to continually review pay and benefits across the organisation at regular intervals.

Looking To The Future

We care about creating a workplace where all employees have access to the same opportunities. We recognise that reducing our gender pay gap is a long term commitment and an action that requires a concerted effort at every level of our organisation and at every point in the employee lifecycle, from recruitment through to progression opportunities.

• Creating an inclusive culture and a better gender balance
  • We are looking forward to welcoming a new female Chief Financial Officer to Ideagen Software Limited later this year. Ideagen Software Limited will benefit greatly from the experience and ability the individual will bring as well as diversity to the Executive team.
  • All hiring managers are required to complete relevant training to support a fair and open recruitment process for all roles at Ideagen Software Limited. We want to equip and empower our leaders to own and drive inclusion and avoid unconscious bias during the recruitment process.
  • We continuously review the appropriate policies, procedures and line manager guidance to ensure that there are standard approaches to pay, recruitment and development. It is important that these measures are regularly reviewed in order to make sure they are effective, encourage inclusive ways of working and reinforce our culture and values at all levels of our organisation.
  • Implement new roles within the organisation as we continue to grow, creating clearer career paths which are available to all employees.
• Attract and nurture the female talent pool
  • Ideagen Software Limited have teamed up with Nottingham Girls Academy in a bid to raise career prospects for women who want a career in technology. This is part of our continued work to foster the next generation, where we proactively support and participate in initiatives with schools/colleges/universities to help improve the pipeline of women studying and seeking careers in STEM subjects.
  • Continue our work with “Women in Tech” to ensure a fair representation across our technology function.
• Supporting parents
  • As part of our commitment to create a diverse, balanced and inclusive work environment, we will continue to develop policies to support employees and help remove the barriers that they may face due to family commitments when trying to advance their careers.
  • Review our employment practices to make these more family friendly and help enable our employees to balance working life with personal commitments.

Ideagen Software Limited is aware that it may be several years before some of these initiatives have any impact, but in the meantime, we are committed to reporting on an annual basis on what is being done to reduce the gender pay gap and any progress that is made.

Ben Dorks (Ideagen CEO)