Approach to Gender Pay Reporting
Now and in the future, AVEVA will be reporting on Gender Pay figures for all 20 of our largest countries by the employee population.
We use monthly data analytics to monitor both female representation and any pay gap to understand where we need to focus our attention.
As part of regulatory commitments in the UK, we will also publish our UK gender pay figures in the same report.
The overall gender pay gap for AVEVA globally has reduced from 24.69% to 20.44%, a reduction of 17.21%, with female representation increasing from 25% to 26%.
Gender Pay Gap reporting
In the UK, gender pay gap reporting data looks at the average earnings for all women and all men in all roles in the UK. The gender pay gap is not the same as equal pay for men and women doing the same job. There are four requirements for UK gender pay gap reporting:
Pay gap for men and women
- The mean pay gap shows the average hourly pay for all men and women expressed relative to men’s average hourly pay
- The median pay gap shows the middle pay point for all men and women’s hourly pay expressed relative to the men’s middle hourly pay
Bonus gap analysis for men and women
- The mean bonus gap shows the average bonus for all men and women expressed relative to men’s average bonuses
- The median bonus gap shows the middle bonus for all men and women expressed relative to men’s middle bonus
Bonus eligibility analysis
- Number of female employees who are eligible for a bonus
- Number of male employees who are eligible for a bonus
Analysis by pay quarters
Employee pay is broken into four equal sized groups, known as quartiles. The lower quartile represents the population of employees whose pay is in the lowest quarter of the company. The upper quartile represents the population of employees paid at the highest quarter of the company. Analysis shows the percentage split of male and female employees who make up each quartile of the company.