Today, Sodexo, one of the UK’s leading services companies and member of the gender equality campaign, has published its gender pay gap five months ahead of government requirement. Following an audit of more than 38,500 employees it has revealed the current pay gap is 7.65% - over 50% lower than the ONS figure of 18.1%.
“ I am personally pleased that Sodexo, as an employer of men and women across a range of roles and incomes, is taking a stand for gender pay equality. I hope that their early reporting inspires more organisations in different sectors to start getting to grips with the pay gap audit and reporting process. ”
Sean Haley, regional chairman of Sodexo UK & Ireland said: “Whilst our gender pay gap is significantly smaller than the national figure, we are confident in our ability, through pro-active initiatives, to reduce it even further.”
Earlier this year, Business in the Community recognised Sodexo’s commitment to addressing pay gaps for different employee groups by awarding it Finalist status in our 2016 Transparency Award (partnered with the GEO). This commitment means that Sodexo’s audit project is not limited to gender, and will also review other characteristics such as ethnicity, age and disability.
Kathryn Nawrockyi, Gender Equality Director at Business in the Community said: “I congratulate Sodexo on leading the charge on early gender pay gap reporting and on its commitment to addressing pay gaps by ethnicity, age and disability. Last week we recognised Equal Pay Day – the day when the average full-time female employee stops earning for the year compared to the average full-time man – making today’s announcement particularly welcoming. I am personally pleased that Sodexo, as an employer of men and women across a range of roles and incomes, is taking a stand for gender pay equality. I hope that their early reporting inspires more organisations in different sectors to start getting to grips with the pay gap audit and reporting process.”
In October 2016, the Government Equalities Office confirmed some details of the regulations (under Section 78 of the Equality Act 2010) including that from April 2017 and no later than April 2018, large employers with more than 250 employees will be expected to publish their gender pay and bonus gaps, proportion of men and women receiving bonuses and proportion of men and women at different pay quartiles. Read more here.
Organisations that want to get an early start on gender pay gap analysis reporting can use our set of toolkits to help them understand the best approach to:
- Measuring your Gender Pay Gap
- Understanding your Gender Pay Gap
- Communicating your Gender Pay Gap
- Tackling your Gender Pay Gap