From the CEO and our Executive Sponsor for Gender

From the CEO

It is both a personal focus of mine, and a key business priority for Ricoh UK, to maintain a strong commitment to address the gender pay gap and to both innovate and evolve when it comes to our diversity and inclusion strategy. This is very much supported and strengthened by our global diversity policy.

Diversity and Inclusion Statement  

At Ricoh, we embrace and respect the collective and unique talents, experiences, and perspectives of all people. Together, we inspire remarkable innovation. That’s how we live the Ricoh Way. 

During 2021 - 2022 we transformed our business following the impacts of the Covid-19 pandemic, which were numerous and included the necessity for furloughed employees. This has involved positioning Ricoh UK as a Digital Services company and has brought with it opportunities to reaffirm our focus on our people and their fulfilment through work. 

To put our business in context, the technology industry has historically been male dominated and this is reflected in certain established areas of our organisation, such as our predominantly male field service engineer base and commissionable sales roles. Rises in revenue during this time period have directly correlated to the commissions and bonuses paid to our salespeople. We are aware of these historical biases and are implementing steps to redress the gender balance at all available opportunities.

From our Executive
Sponsor for Gender

Phil Keoghan

CEO,
Ricoh UK and Ireland

This report shows an increase of the average (mean) gender pay gap from 27.10 to 29.12%. More positively our figures do show our median gender pay gap has decreased from 20.2% to 18.90%. This is a figure which is often more representative as it is less skewed by the lowest and highest pay levels. We also have more females in the Upper (+0.53) and Upper Middle (+1.66) pay quartiles than in 2021.

As mentioned in this time period there have been positive steps forward and more initiatives launched to address the wider topic of gender equity and equality, and ultimately reduce the gender pay gap. However the rate of progress has been slower than I would like to be able to demonstrate at this stage.

To combat this we are putting detailed plans in place for the future and taking a proactive approach to increasing the speed of change. I understand that closing the gender pay gap requires investment and focus, along with cultural shifts to attract and retain female talent at all levels of our business. It is with this awareness that I am completely committed and passionate about further establishing a balanced, diverse and fairly rewarded workforce.

Glenn Griggs

Director of Direct
Sales and Executive
Sponsor for Gender

We have created Executive Sponsor roles within Ricoh UK to ensure that key areas have both representation and support from the board and senior leadership, right through to champions at all levels of our business.

In my role as Executive Sponsor for Gender, I am passionate about maintaining a spotlight and introducing new initiatives from a senior level in order to influence and assist all my colleagues in achieving gender parity.

I understand that this is critical to a successful culture, an engaged, productive and fairly represented workforce, and to thrive as an innovative Digital Services company. 

The practical actions that I am personally championing across our business include the launch of our gender affinity group, live webinars to raise awareness for equality and supporting our applicants for the Women in Sales Awards each year.

It is also important to me that I highlight the ways in which we can give our male colleagues the opportunity to learn and engage in the conversation, further developing their allyship and advocacy.

Another area of particular focus going forward is recruiting and retaining female sales employees, as a large contributing factor to our gender pay gap results is the current gender imbalance of those in commissionable roles.

I am committed to enhancing gender equality and increasing the rate at which this is happening, which in turn should help us close our gender pay gap. This report further details the activities and actions put in place during 2021 - 2022 as well as key gender pay gap measurables.

I look forward to championing many more initiatives in the coming year and am focused on the impacts we can make for the future.