IQVIA UK 2021 Gender Pay Gap Results
The IQVIA UK business recently published its fifth Gender Pay Gap report for the 2020-2021 performance year. Our full report, as submitted, can be viewed at the following link: https://www.iqvia.com/2021GPGReport
The future of our business depends on unlocking our Connected Intelligence™ to provide innovative solutions for our customers, which requires us to fully utilise our diverse range of thoughts, connections, and experiences. At IQVIA, we encourage everyone to recognise the contributions that each individual can make in the workplace and continually seek to hire, develop, and retain employees with a broad range of backgrounds and experiences.
Our ongoing commitment toward an inclusive culture
We remain committed to maintaining a culture of diversity and inclusion (D&I) in which people from all backgrounds can fully contribute to the growth and success of our business.
INCLUSION
We are dedicated to maintaining an inclusive and collaborative work environment that exhibits teamwork, leadership and integrity.
- Reinforcing our commitment with the appointment of a Global D&I leader accountable for evolving the D&I strategy
- Our UK Employee Resource Group (ERG) chapters continue to expand to support IQVIA’s values and commitment to diversity. In 2021, we launched the new UK Multi-Faith ERG chapter and a Disability & Carers Network Group will be launched soon
- Extended partnerships with social enterprises for those less advantaged externally, to support community engagement and social impact
- Global Wellbeing program launched, with UK employee Wellbeing Champion network in 2022, to enhance awareness and engagement on employee health and wellbeing
RECRUITMENT
Our activities are designed to identify a diverse range of candidates at all levels.
- UK-wide launch of the STEM Ambassador Programme, managed by STEM Learning, is an opportunity for our employees to inspire the next generation in encouraging Science, Technology, Engineering and Mathematics (STEM) and provide a world-leading STEM education for all young people across the UK
- Our recruitment team continues to encourage diversity of applicants through our job postings, and promoting IQVIA to a more diverse range of educational institutions
EVOLVE AND GROW
We remain focused on having a diverse pipeline of talent moving across and through our organisation, providing opportunities for all employees to develop.
- Continued focus on achieving career goals with IQVIA; our Aspire’21 virtual people conference across EMEA was attended by over 1000 UK employees, with internal and external speakers, and interactive roundtables, focusing on building connections and careers
- Launched ‘Talent & Learning Placemat’ providing employees easy access to a wealth of resources to support skill-building, career growth and personal development, including a range of Diversity, Inclusion & Belonging offerings
ENGAGEMENT
Encouraging a positive culture within our organisation, including matters of gender, is important to us.
- Future of Work – the latest framework sets the stage for a new, more flexible way of working through thinking differently, making stronger connections, evolving and growing
Under the UK Government’s regulations, we are required to report certain gender pay information for all entities with 250 or more employees; in IQVIA we have three such legal entities outlined below.
In the following charts, the term ‘median’ represents the comparison of the middle number in a sorted list arranged in value order from lowest to highest for each gender. The term ‘mean’ represents the comparable average hourly earnings by gender.
The charts above also show the gender distribution in each of the three entities across four equally-sized pay quartiles.
In the above diagrams, the proportion of men and women who received bonus in each entity is based on the required reporting period of the 12 months preceding 5th April 2021. Unlike in prior years, this data does not include UK employees’ Annual Incentive Plan (AIP) payments as the result of the one-time UK AIP payment date change to late April 2021, which is outside this year’s calculation window. Whereas 2019 AIP payments (made in early 2020) were included in last year’s gender pay gap reporting, any 2020 AIP payments (made in late April 2021) will not be included until next year’s reporting. As a result, the percentage of employees receiving bonus payments for this year’s reporting period is lower than last year. All other one-off incentive payments in this year’s reporting period are included in the data above. In practice, most employees continue to receive AIP bonus payments, as in previous years.
As a reminder, the disclosures required by the gender pay gap law measure the difference between the average earnings of all male and female employees, irrespective of their role or seniority, within the statutory quartiles. They do not reflect equality of pay for equal roles.
In the UK, our overall population identifies as 39% male and 61% female with a higher proportion of women in junior levels. To see a change in our gender pay figures year-on-year would require a more balanced gender make up by reporting quartile.