As an employer Fresenius Kabi are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.
We are required to publish the results on our own website and a government website.
We can use these results to assess:
- the levels of gender equality in our workplace
- the balance of male and female employees at different levels
- how effectively talent is being maximised and rewarded.
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Gap Statement
We take equality seriously at Fresenius Kabi, and we believe our gender pay gap data shows this.
By rewarding our employees for their contribution, we drive a natural balance across our policies and processes.
Gender Pay Gap
Our gender pay gap is still showing that we have a negative gender pay gap (median), and we continue to work towards having a zero difference between males and females. This continues to be significantly lower than the current national average of 8.9% (median).
Gender Bonus Gap
The gender gap in our bonus pay reflects more male senior leaders eligible for bonuses than female senior leaders in 2019. To an extent this has been addressed in latter half of 2019 and remains a key focus in 2020, as we reshape our teams to be better balanced at senior leadership level.
How we are continuing to tackle our gender pay gap and the progress made
Our fundamental principles from the previous year remain unchanged and we continue to keep doing the right things. We know that if we stick to being fair and equitable with all our employees we will continue to do the right thing with our gender pay gap. We need to maintain our effort on developing more female managers who are eligible for bonus pay.