Ideagen UK Gender Pay Report

Genderpayreport

Our people are at the heart of Ideagen Software Limited and we believe in creating a diverse, inclusive, and balanced workforce that ensures our people can be their best selves at work. We believe that offering job opportunities for everybody regardless of gender, creates a happier, more productive and engaged workforce, providing everyone with the opportunity to succeed and we continually challenge ourselves to be more inclusive.

What is the Gender Pay Gap?

In the UK, organisations that employ 250 or more employees must report on their gender pay gaps annually. The gender pay gap report shows the difference between the average earnings of all male and female employees, which is expressed as a percentage of men’s earnings. The legislation requires employers to publish details of the gender pay gap for their organisation as it is in the pay period in which 5th April (the “snapshot” date) falls in each year.

If an organisation reports a gender pay gap, it does not mean women are paid less than men for doing the same job, but it does show that, on average, men occupy higher-paying roles than women.

Used to its full potential, gender pay gap reporting is a valuable tool for assessing levels of equality in the workplace, female and male participation, and how effectively talent is being maximised.

What is the difference between the gender pay gap and equal pay?

The gender pay gap is very different from equal pay. Equal pay is about ensuring that men and women are paid the same for carrying out the same jobs, similar jobs or work of equal value, as set out in the Equality Act 2010. 

The gender pay gap compares the average earnings of all male employees within the organisation to the average earnings of the female employees in the same organisation, regardless of their role or seniority. The difference in these two average amounts is the ‘gender pay gap’.

Ideagen Software Limited is committed to equality and we are comfortable that all our employees are paid fairly and equally for carrying out the same roles or work of equal value, however we acknowledge that we still have work to do in closing the gender pay gap.

What calculations are required by legislation?

As a relevant employer, Ideagen Software Limited are required to report and publish on the gender pay gap annually. To do this, six different measures are used, based on a snapshot of pay data on a date set out by the Government Equalities Office:

  • Mean Gender Pay Gap

The difference between the mean hourly rate of pay that male and female full-pay relevant employees receive.

 

  • Median Gender Pay Gap

The difference between the median hourly rate of pay that male and female full-pay relevant employees receive.

 

  • Mean Bonus Gender Pay Gap

The difference between the mean bonus pay that male and female relevant employees receive.

 

  • Median Bonus Gender Pay Gap

The difference between the median bonus pay that male and female relevant employees receive.

 

  • Bonus Proportions

The proportions of male and female relevant employees who were paid bonus pay during the relevant period.

 

  • Quartile Pay Bands

The proportions of male and female full-pay relevant employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

What are Ideagen Software Limited’s 2020 gender pay gap figures?

The following data has been collated based on the snapshot date of 5th April 2020. The below graph shows the split of male and female employees working at Ideagen Software Limited at the time.

 

 

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:

 

 

 

The following results show the proportions of male and female full-pay relevant employees divided equally into quartile pay bands, based on hourly rates of pay at the snapshot date of 5th April 2020.

 

 

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.