pay gap gender - o2 · telefónica uk limited is a leading digital communications company owned by...

Enter report

Gender

report 17

pay gap

O2 welcomes the new legislation requiring organisations with over 250 employees to report their gender pay gap. So we’ve put together this report to give more

detail about our data published on the government’s website.

Understanding the numbersIntroduction Our figures What we’re doing Looking to the future Statement

Introduction

At O2 we recognise the importance of having a diverse, balanced and inclusive workforce. To serve our 25 million customers best, it’s vital that our workforce reflects and understands them.

But beyond making good business sense, having a diverse and inclusive workforce is about creating happier, more productive teams – where everyone is given the opportunity to excel and succeed.


38%

Our figuresOut of the total number

of employees at O2

25.7%

39.8%

45.2%

38.2

61.8%74.3%

60.2%

54.8%

92.5%

62%

92.5%

We recognise that we have a gap and we’re committed to reducing it.

The proportion of males and females according to quartile pay bands

Proportion receiving bonus

Mean gender pay gap

Median gender pay gap

Mean bonus pay gap

Median bonus pay gap

18.6%

20.2%

29.6%

18.3%Q1 Q2

Q3 Q4


Understanding the numbers

12

At O2, double the number of women work part-time compared to men. Our people tell us that they appreciate the flexibility to balance both their professional and personal lives.

Over the years we’ve invested in a range of initiatives to create a more diverse, balanced and inclusive workforce. We’ve also proactively promoted, and participated in, community activities to help address the root cause of gender pay disparity, such as the shortage of women studying STEM subjects or pursuing careers in technology.

To look at our figures from a different perspective, if all these part-time workers became full-time, our gap would look very different:

Mean Gender pay gap

Median Gender pay gap

There are differences in work-life patterns between men and women – we need to encourage more men to embrace flexible working.

We need more women in STEM and senior positions across our business

11.3% 8.0%

But our figures highlight that we must do more. In particular:


What we’re doing Leading from the top

Our board and executive grades show a mean pay gap of 2.0% and mean bonus gap of 0.70%.

Diversity and inclusion is a board level priority, sponsored by our COO Derek McManus.

We specify 50:50 gender short-lists when recruiting for all senior positions.

Supporting and developing female talent

Our Women in Leadership programmes develop and nurture top female talent in the business

To help address the lower numbers of women in management positions, (especially in areas of our business that are under-represented), our recently launched Career Returners’ programme focusses on bringing female talent back into the workplace.

Creating an inclusive culture

We encourage the uptake of part-time and flexible working arrangements.

We judge performance on quality of work, not the number of hours our people spend at their desks.

Back to the future

To foster the next generation we proactively support, and participate in, community initiatives such as Speakers for Schools, Step into STEM and GoThinkBig.


Looking to the futureWe do not believe in quotas or positive discrimination. We do believe in programmes and initiatives that attract the best talent, and foster a culture that gives our people the opportunity to succeed, so we also commit to:

Ensuring unconscious bias

training for all hiring managers

50/50 gender short-lists for all leadership roles - not just senior

positions

Working towards a 50:50 gender split goal for all early career roles – i.e. graduates, interns

and apprentices

Encouraging more employees to

embrace part-time and flexible working

arrangements

Inspiring more female talent into STEM roles

through work with our partners


Statement

Mark Evans CEO

Ann Pickering HR Director

We look forward to working together with businesses, government and other organisations to help build a more diverse, balanced and inclusive workforce.

Telefónica UK Limited is a leading digital communications company owned by Telefónica S.A. O2 is the commercial brand of Telefónica UK Limited and is the mobile network operator with the highest customer satisfaction in the UK according to Ofcom and The Institute of Customer Service. With over 25 million customers, O2 runs 2G, 3G and 4G networks across the UK, as well as operating its nationwide O2 Wifi service. O2 has over 450 retail stores and sponsors The O2, O2 Academy venues and England Rugby. Read more about O2 at o2.co.uk/news.

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pay gap gender - o2 · telefónica uk limited is a leading digital communications company owned by...

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