STHREE PLC Gender Pay Gap Report 2022
An introduction from our CEO
We're proud of our history working to attract diverse talent to move society forward through STEM. Our approach to Diversity, Equity and Inclusion (DE&I) is critical to attract, develop, and retain great talent, and help our people realise their full potential.
Women make up almost 53% of our overall business, and 60% of our Non-Executive Directors. But we have not seen the progress we had hoped for this year, and we must do more.
We have strengthened oversight of key topics, including our gender pay gap: the Board receives regular updates on DE&I progress; ExCo 'Tell Me Anything' sessions are held with participants of our talent accelerator programme for women, Identify, resulting in recommendations from the group
on how we increase representation of women in leadership; and fair pay is a topic on the agenda for our Remuneration Committee meetings.
In addition to the legal gender pay gap reporting requirements, we're outlining our commitments and the actions we are taking to achieve the progress we need. This year, we have also chosen to publish our global gender pay gap in our Annual Report.
Never has our purpose, to bring skilled people together to build the future, been more important. We do not take this responsibility lightly and are committed to making changes to reduce our gender pay gap.
Timo Lehne | Timo Lehne, CEO |
Chief Executive Officer |
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A view from our Global Director of Purpose and Inclusion
Bringing diverse skilled people together to build an inclusive future
SThree's purpose is to bring skilled people together to build the future - and that future must be inclusive, equitable, and sustainable. We know this begins with us.
During 2022, representation of women in leadership positions grew slightly to 32%, however, the bonus and salary pay gaps have increased, bucking the trend of the previous two years where the former had decreased. It has grown in 2022 by 12.9% points and the pay gap by 9.3% points.
We have not made the progress we had hoped for, and we have work to do.
Last year we invested time in reviewing our approach to improving representation of women in leadership: listening to more women in the business; analysing our data; and understanding the systemic changes needed to ensure we continue to attract, develop, and retain great women.
We're using those insights and learnings this year to energise our efforts to deliver change that addresses the barriers women face in progressing their careers at SThree. We'll evolve Identify, our talent accelerator programme for women, to include more opportunities for more participants; develop our people managers to role model the right behaviours and reduce unconscious bias; work to reach our promotion targets to build a stronger leadership pipeline; and improve our data to inform actions. We're also using what we're learning to help drive the careers of women across our candidate communities.
We have a proud history of improving diversity, equity, and inclusion at SThree and across the STEM sectors, and we intend to have a proud future too. We are committed to making real change and delivering the outcomes that will reduce our gender pay gap.
Gemma Branney
Global Director of Purpose and Inclusion
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Our UK data: The big picture
Our aggregated UK data includes our sales business (SThree LLP) and our core functions business (SThree Management Services). This data snapshot also includes Partners and Executive and Non-Executive Directors to give a more holistic view of our gender pay gap.
Overall, we have a higher proportion of men in senior roles. This year the proportion of men relative to women has decreased at senior level in core functions but has increased slightly in our sales function. The proportion of men at entry level has increased in core functions and has reduced significantly in sales.
Comparison with previous years
The overall median gender pay gap has increased slightly by 1.1% pts. The mean gender pay gap increased by 9.3% pts. This increase is mostly driven by our sales function.
Both median and mean bonus pay gap have increased this year because of high bonuses received by men in both core functions and sales. These bonuses were significantly higher in sales, where the median bonus pay gap reached 58.8%, and in SThree Plc where three men received bonuses. SThree Plc includes executive directors and non-executive directors.
Women make up:
53% | 27% | 60% |
of our overall business | of our Executive Committee | of our Non-Executive Directors |
Additional statistics:
- Global turnover for women in 2022 was 32% and 31% for men
- UK hiring in 2022 was 51% for women and 49% for men
- Global hiring in 2022 was 56% for women and 44% for men
Difference | 2022 | 2021 | 2020 | 2019 | ||
% pts. 21/22 | ||||||
Gender pay gap | Median | +1.1 | 26.4% | 25.3% | 17.2% | 12.9% |
Mean | +9.3 | 33.9% | 24.6% | 21.7% | 25.9% | |
Gender bonus pay gap | Median | +4.1 | 62.0% | 57.9% | 52.6% | 65.3% |
Mean | +12.9 | 64.6% | 51.7% | 55.9% | 66.5% | |
Bonus proportion | Women | +1.1 | 83.4% | 82.3% | 85.8% | 79.9% |
Men | -0.8 | 84.4% | 85.2% | 87.8% | 78.0% | |
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Our UK data broken down: SThree Management Services
This data gives snapshot of our UK core functions on 5 April 2017 - 2022.
Difference | 2022 | 2021 | 2020 | 2019 | 2018 | 2017 | ||
% pts. 21/22 | ||||||||
Gender pay gap | Median | -8.0 | 19.0% | 27.0% | 23.1% | 17.7% | 27.4% | 20.8% |
Mean | +0.8 | 18.3% | 17.5% | 13.5% | 8.9% | 13.8% | 11.9% | |
Gender bonus pay gap | Median | +5.7 | 28.6% | 22.9% | 18.9% | 17.6% | 24.9% | 1.4% |
Mean | +9.7 | 20.7% | 11.0% | 4.5% | -8.0% | 18.7% | 24.5% | |
Bonus proportion | Women | +1.3 | 85.0% | 83.7% | 85.8% | 83.9% | 77.6% | 84.4% |
Men | +0.5 | 81.1% | 80.6% | 84.7% | 80.9% | 86.9% | 91.4% | |
Median gender pay gap at SThree Management Services has reduced significantly by 8% pts. from last year. The mean has remained similar.
Median and mean gender bonus gaps have increased each year since 2019.
The proportion of women and men who received bonuses has increased from last year, this increase being slightly higher for women.
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Disclaimer
SThree plc published this content on 20 March 2023 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 03 April 2023 07:28:08 UTC.
