Gender Pay Gap Report 2018

AMV BBDO Gender Pay Gap Report 2018

Diversity & inclusion are integral to our business. By having diverse minds and people, our work better reflects the audiences we want to reach and in turn leads to business success.

At AMV BBDO our focus on diversity doesn’t stop at the workforce, we actively promote the reflection of diversity in our work.

Last year we welcomed the introduction of the gender pay gap reporting. Not only has it helped us to regroup and focus our efforts to close the gap, but it has also helped us to ensure that we don’t just highlight issues around diversity, but rather focus on taking positive actions to close the gaps.

Whilst we have taken steps to close the gap and have an understanding of what needs to be done, we still have work to do.

This year’s report will provide an update on the work we’ve been doing to help reduce the gap and continue to celebrate diversity.

Sarah DouglasCEO

The gender pay gap explained

Last year the Government introduced new regulations that required organisations with 250 people or more to measure and publish their gender pay gap.

Our report will provide a recap of the definitions referred to within the legislation, as well as a comparison of the mean and median gender and bonus pay gaps for April 2017 and April 2018, so you can track our progress.

What is the gender pay gap?The gender pay gap is a statistical measure comparing averages across an entire organisation. It does not take into account differences in roles.

How does the Gender Pay Gap differ from Equal Pay?It is important to note that the gender pay gap is not the same as equal pay. The Equal Pay Act came into force in 1970 and requires men and women to be paid equally for doing the same or similar role.

At AMV BBDO we carry out extensive salary benchmarking and ensure that everyone, regardless of whether they identify as a specific gender, are paid equally.

The Mean & Median Gender Pay Gap?The mean pay gap shows the difference between the mean hourly pay of men and women as of 5 April 2018.

The median pay gap shows the difference between the midpoint in the ranges of hourly pay of men and women on that same date.

The Mean & Median Bonus Pay GapThe Mean bonus gap shows the difference between the mean bonus paid to men and women in the 12 months to 5 April 2018. The Median bonus gap is the difference between the midpoints in the ranges of bonuses paid to men and women within that same period.

Pay QuartilesPay quartiles show the distribution of salaries between men and women in four equal parts.

Our Gender Pay Gap at a glance

April2017

April2018

% +/- percentage

points

Mean Gender Pay Gap

Median Gender Pay Gap

32.3% 29.2% -3.1%

37.5% 31.8% -5.7%

Our figures show that the D & I initiatives we introduced in the first quarter of 2018 are starting to take effect. Our mean has reduced by 2.5% and our median has reduced by 5.7 %. In the last quarter of 2017, we focused our efforts on recruiting a more balanced number of males and females joining at entry level. We’ve also asked recruiters and head-hunters to provide us with shortlists with a more balanced number of male and female candidates.

The net impact is that we had an increase in men in the lowest quartile and increase in women in the upper two quartiles. The most significant shift being in the highest quartile where the proportion of women increased by 6.6%.

Our Bonus Pay Gap at a glance

Our bonus gap is significantly skewed towards women. This is largely to do with two main factors. As part of our drive to retain our female workforce after maternity, we not only offer a return to work bonus, but we also offer a childcare subsidy to help towards child care costs. It’s led to a much higher retention rate and has improved opportunities to progress. This is reflected in the higher proportion of women that recieved a bonus. The other factor that’s significantly skewed our data was the awarding of stock dividends and vestings.

2017 2018% +/-

percentage points

Mean Bonus Pay Gap

Median Bonus Pay Gap

7.8% -128.5% -120.7%

18.5% -139.6% -121.1%

Our Bonus Proportions at a glance

2017 2018% +/-

percentage points

Proportion of men receiving a bonus

Proportion of women receiving a bonus

15.7% 13.5% -2.2%

16.3% 18.5% +2.2%

Our data at a glance

% Proportion of men and women in the agency as at April 2018

48% 52% 65.52% 34.48% 62.07% 37.93% 32.95% 67.05% 49.43% 50.57%

Pay Quartiles48% 52% 65.52% 34.48% 62.07% 37.93% 32.95% 67.05% 49.43% 50.57%48% 52% 65.52% 34.48% 62.07% 37.93% 32.95% 67.05% 49.43% 50.57%48% 52% 65.52% 34.48% 62.07% 37.93% 32.95% 67.05% 49.43% 50.57%48% 52% 65.52% 34.48% 62.07% 37.93% 32.95% 67.05% 49.43% 50.57%

male female

LOWERmale female

MID LOWERmale female

MID UPPERmale female

UPPERmale female

male female

Our ongoing commitment to closing the gap

Creative Equals Quality StandardAs part of our commitment to equality and diversity, we signed up to gain the Creative Equals equality standard. To date our HR policies and initiatives have been audited. The next stage in that process will take place this year.

Redressing the balance in our Senior LeadershipWhilst our senior leadership team is now 50:50 and our agency board is 45% female, we remain committed to ensuring fair and inclusive recruitment & promotion practises.

Stonewall Diversity ChampionsIn our quest for equality for all, we became Stonewall Diversity Champions. As part of that partnership, we’ve reviewed all our policies to ensure that the language, is not only gender neutral, but also written in a way that recognises the wide range in which people identify themselves.

Diversity ChampionsDiversity & Inclusion continues to be at the core of our talent strategy. Last year we set up a self-elected panel of champions, who as a team represent all areas of diversity. Their main objective is to drive D & I initiatives across all areas of our business and to form collaborations with specialist charities and organisations to help achieve our goals.

Last year our champions introduced a number of great initiatives, including an excellent panel discussion as part of our International Woman’s Day celebrations. Our champions facilitated the agency signing up to Free the Bid and through Creative Equals they facilitated some of our female creative talent sitting on judging panels.

Half Time ContractsLast year we reported that we were setting up a pilot scheme in the creative department for half time contracts and this initiative is now being piloted across several departments.

Walking the talk in our work

We recognise we have a responsibility to work with our clients to promote diversity and gender equality and to show the commercial benefits of social inclusion.

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