Gender Pay Gap Report

Transcription

1 1 Gender Pay Gap Report

2 2 INTRODUCTION John Hardie Chief Executive When ITN published its first set of gender pay gap data in March this year, I said that we had a lot more to do to get to where we want to be. That remains the case, but I m pleased to say that we have already made significant progress in this updated set of figures. We have reduced both the overall gender pay gap as well as the bonus gap. The challenge now is to keep pressing on, making the same progress year after year, until both gaps are completely closed. ITN now has a mean (average) gender pay gap of 16.7%. That s down from 19.6%, meaning we have seen a 15% improvement since our last report. Similarly, ITN s mean bonus gap is now 60%, down from 70%. That s a 22% improvement year-on-year. This latest set of figures cover the period from May 2017 until April 2018 and include all of our employees, both on-screen and off. We have seen progress in this area, with the number of women occupying the 20 highest paid roles at ITN up to six. Our goal is that there will be 10 or more women in these positions by Likewise, we have made strides towards our overall goal of halving our mean pay gap by It will take time, but we are determined to change the culture of ITN for the better. We fully anticipate making meaningful and sustained progress over the coming years, and have announced a comprehensive action plan full of new initiatives aimed at tackling the root causes of our pay gap. You can read more about that on page 8 of this report. But we cannot be complacent. All of us at ITN must work together to create a better culture, where everyone has an equal chance of success. These pay gaps remain too big, but we are improving, and this is a significant first step. As we reported previously, our pay gap is mainly caused by there being fewer women than men in many of the most senior roles in the company. To close it we must achieve equal representation between men and women at every level of seniority.

3 3 OUR GENDER PAY GAP % mean pay gap 16.7% mean pay gap 14.8% year-on-year improvement 18.2% median pay gap 18.1% median pay gap 0.1% year-on-year improvement The mean is the average and the median is the middle. To explain median, imagine that all staff were lined up in a female line and a male line from lowest to highest in terms of rate of pay. The female and male in the middle of each line are compared, this is what gives us the median gender pay gap.

4 4 OUR GENDER BONUS GAP % mean bonus gap 60.0% mean bonus gap 22.3% year-on-year improvement 50.0% median bonus gap 0.0% median bonus gap 100% year-on-year improvement

5 5 PAY QUARTILES These charts show the proportion of men and women within each pay quartile at ITN. QUARTILE 1 QUARTILE 2 QUARTILE 3 QUARTILE 4 Our gender pay gap is largely the result of more men than women occupying the most senior and highest paying roles, evidenced by the 8.7% mean pay gap in the top pay quartile, and a negligible or reverse pay gap in the remaining three quartiles. 58% 42% 50% 50% 28% 72% 35% 65% -1.4% mean pay gap 1.8% mean pay gap 0.9% mean pay gap 8.7% mean pay gap

6 6 PEOPLE RECEIVING A BONUS More women than men received bonuses, but on average these were of a lower value. The number of people receiving a bonus has increased over the last ten years, mainly due to the growth of our commercial production company ITN Productions, where a number of employees are on incentivised contracts with a significant proportion of their pay at risk with bonuses and commission attached to the securing of new business. 44% 56% 39% 61% Women Men Received a bonus (%) Did not receive a bonus (%)

7 7 PROGRESS REPORT When we published our first set of figures, we also set three key targets aimed at both reducing the gender pay gap and increasing the number of women in senior leadership roles at ITN. Since our last report, the gender pay gap has reduced from 19.6% to 16.7%, which takes us around a third of the way to halving the gap. The number of women in senior positions has also increased. At the time of our last report there were three women occupying the 20 highest paid roles at ITN, and this has now risen to six. We want to see this number rise to at least 10 women by Clearly there is still a long way to go, but we have made significant progress to date and are on course to meet our targets. Target 1: Halve the mean Gender Pay Gap by 2022 Percentage complete: 30% [2017: 0%] 30% COMPLETE Target 2: Half of the 20 highest-earning roles to be occupied by women by 2022 Percentage complete: 60% [2017: 30%] Target 3: A third of the 20 highestearning roles to be occupied by women by 2020 Percentage complete: 90% [2017: 45%] 60% COMPLETE 90% COMPLETE

8 8 CHANGING OUR CULTURE When we published our first set of gender pay gap figures, we also put in place a plan to support the attraction, retention and progression of women, particularly into senior roles. Recruitment Progression Pay Transparency Family Life Culture We now hold open processes for all roles All interviews now have a mixed gender panel There must be at least one female and one BAME candidate interviewed for every role We re more closely monitoring recruitment data and conducting exit interview analysis We re continuing to give hiring managers unconscious bias training We re asking incoming managers how they ll support our diversity objectives We ve held cross-company focus groups to address potential challenges and obstacles to progression We ve improved how we advertise job vacancies and broadened recruitment sources We re reviewing succession plans with a view to building internal talent pipelines for as many senior roles as possible We re reviewing how often we rotate staff at our foreign bureaus and offices We ll be offering staff interview confidence training, and giving them the opportunity to have a mock interview We ve committed to introducing a transparent pay banding structure, which we re aiming to launch in 2019 We ll also publish our bonus eligbility criteria We ve already conducted a thorough review of part-time working at ITN We ve introduced a salary check procedure for staff who feel they may be being unfairly paid in comparison to a peer of a different gender or ethnicity We re giving our managers extra training on how to conduct effective and meaningful appraisals We ve introduced a new Summer Leave policy where staff can apply to take off the whole of August if they need to for family reasons We re piloting a Family Leave coaching scheme to provide extra support to those starting or growing their families We re proactively reviewing the pay of all women returning from maternity leave to ensure they haven t fallen behind We ve introduced a more flexible working culture to help people balance their work and family lives We set up a cross-company Gender Pay Working Group to meet regularly and consult on our initiatives We ve launched ITN Voice, a new staff forum of elected representatives who will discuss every element of life at ITN We ve implemented reverse mentoring, and all of our senior executive team have been paired with a more junior colleague to share experiences and perspectives We voluntarily published our BAME Pay Gap figures to aid transparency We ll be offering all staff cultural awareness training

9 For over sixty years, ITN has been at the heart of the media landscape, internationally recognised for our quality, integrity and creativity. Combining our experience honed as one of the UK s foremost media companies with cutting edge technology and expertise, ITN is the home of compelling content and creative innovation. We make the award-winning daily news programmes for ITV, Channel 4 and Channel 5, reaching up to 9.7 million UK viewers every day and providing comprehensive and impartial news to the British public. ITN Productions, our Oscar-nominated independent production company, produces high quality content across four distinct business areas: television production, sports production, advertising and digital services. Independent Television News Limited 200 Gray s Inn Road London WC1X 8XZ Registered in England & Wales Registered Number: (0)