Ricoh UK Gender Pay Gap Report 2019

Report

2019 Ricoh UK Gender Pay Gap

This report details our gender pay gap results from the period 6th April 2018 - 5th April 2019

From the CEO

Foreword

At Ricoh UK, we welcome the opportunity to again report on our progress in closing the pay gap.

We continue to be a people-led business and understand that gender balance is important to all aspects of our business from company culture to strategy development, from attracting the very best talent to embracing wider perspectives, experiences and attitudes. Throughout the last year, we have worked hard to address the gender balance and in turn build a more diverse and inclusive workforce.

This has meant we have reduced the average gender pay gap from the previous year by 2.7% to 24.3%. We’re conscious of the national average and are still determined to align with and ultimately succeed it. Therefore to illustrate our ongoing commitment we are continuing to invest in long-term strategies to increase our pace of change.

The gender pay gap report is important to everyone at Ricoh UK. Over the past year, we have introduced new initiatives and built upon those existing. This work has also been complemented by our company-wide Diversity and Inclusion Strategy, which underpins our approach to the workforce. The details of these initiatives and our strategies will be explored further in this report.

As we continue to build a culture of openness and innovation, we are consistently involving all of our employees, to ensure we succeed in this journey not simply in terms of the figures, but in building a balanced, representative and empowered workforce.

Phil Keoghan

CEO, Ricoh UK and Ireland

What is the gender pay gap?

Click 'read on' to understand exactly what the gender pay gap is and how it may affect you

What causes it?

The causes are complex and they crossover. In summary:

Women who have a work hiatus.
For example, for maternity, taking a break means salaries are not always accelerated at the same level.

There is a majority proportion of women in jobs that offer less financial rewards, such as those in administration.

There is a higher proportion of women in part-time work. Typically, those in part-time roles have been in roles such as administration that offer lower financial rewards.

What is the gender pay gap?

The gender pay gap reporting regulations require UK employers with more than 250 employees to disclose their gender pay gap which is made up of a number of statistics.

The gender pay gap is the difference in the hourly rate of pay for all men and all women. The gender pay gap is influenced by a range of factors, including the demographics of a company’s workforce.

The difference between gender pay and equal pay

“Equal pay” is a legal requirement to pay men and women the same for performing the same or similar work. Ricoh UK is committed to Equal Pay.

The mean gender pay gap

The mean gender pay gap is the difference
in the average hourly pay for women compared to men.

The median gender pay gap

The median gender pay gap is the difference between
the middle earning female and the middle earning male.

Our results

6th April 2018 - 5th April 2019

The gender split at Ricoh

This is the gender split for the period
from 6th April 2018 to 5th April 2019.

The mean gender pay gap

This is the percentage difference in mean and median pay for men and women in Ricoh UK.

Proportion of
men and women
paid a bonus:

Gender bonus pay gap

This is the percentage difference in bonus pay for men and women in Ricoh UK.

Understanding our results

Read on to understand our commitment to sustained change and our areas of focus

Understanding Our Results

Ricoh UK has a long-term approach to addressing the gender pay gap. Our end goal is to achieve greater parity at senior level, and we’re doing this by increasing our female talent pipeline at entry level roles, then accelerating them to more senior positions. Our quartile analysis reflects this, with the majority of our women currently positioned in lower-earning support roles. While our highest paid jobs are more likely to be filled by men at present, we hope to see an increase in the number of senior female leaders over the next few years as we support them to progress across the quartiles.

Our results show that we’ve still got a long way to go and closing the gap will take some time. Our industry has typically attracted men in the past, and we’re committed to changing the landscape and the way we view the contribution of women in the sector. The future prosperity of the sector depends on the success of this commitment.

Our Initiatives

To fulfil our commitment to sustained change, we recognise we need to progress in a number of different areas to ensure we recruit, promote and develop the best people regardless of who they are. At the same time we must consciously seek to reduce any barriers that may exist to our people bringing their whole selves to work. Our Diversity and Inclusion Strategy has five key focus areas:

Recruiting and Enabling Talent

To attract the best people, we need to ensure that we’re casting the net far and wide when it comes to recruitment initiatives, ensuring our workforce is reflective of different communities with different attitudes and perspectives.

Example initiatives:

We are ensuring that advertising for our job roles is gender neutral
We are designing flexibility into key strategic positions to enable females to progress
We have a clear STEM strategy to provide avenues for new female talent

We are participating in the 30% Club mentoring programme, which supports and develops the pipeline and parity of women at all levels of the career pyramid. Our employees make up both mentors and mentees in the scheme
We are working towards having two identified potential successors for key positions including at least one female

Working in Partnership

At Ricoh, diversity and inclusion is part of everything we do, and this extends to who we choose to partner with. By doing so, we can ensure positive change for all of our employees, other organisations and wider society.

Example initiatives:

We are a founding partner of Women Ahead,
a social enterprise dedicated to the progression of women in business and sport, which designs and delivers the 30% Club cross-company mentoring scheme - the largest in the UK

We are working with our customers in strategic partnerships to drive the diversity and inclusion agenda

Ways of Working Policies

Adopting policies that support the needs of a diverse and inclusive workforce, building agility and flexibility to suit the needs of the individuals and the business.

Example initiatives:

We have enhanced all of our family friendly policies, including Maternity and Shared Parental Leave to encourage and support both men and women in the workplace. This includes an enhanced benefits package and a return to work bonus for maternity. We believe that by offering this, we can provide a better balance for work and family responsibilities for all of our employees, helping us attract and retain valued employees, and in doing so create a more engaged workforce

We are looking to improve flexible working practices at all levels of the organisation through a business-led project to enhance existing practices

Providing Tools & Support

Every employee needs to be involved on the journey to achieving greater diversity and inclusivity within the workplace. We’re providing employees with support networks, tools and development programmes to promote fairness and collaboration, and to build a culture of openness.

Example initiatives:

We are ensuring that our leadership teams undergo inclusive leadership training (including unconscious bias training), as well as rolling out listening circles so we can build on developing our culture
We have a dedicated Inclusion and
Well-being Manager role to support efforts
to attract and develop a diverse workforce

Our European-wide Women’s Leadership Forum supports our senior female leaders to share best practice and network, drawing on key skills and talent to encourage personal development. This Forum discusses topics such as career progression, inclusive behaviours and approaches to diversity across Europe

Data and Analysis

Our data is fundamental to understanding what the existing barriers are within the organisation and will also enable us to measure our progress over the coming years.

Example initiatives:

We set five year targets from April 2018 to increase our gender representation across the business and have seen a 2% increase in the overall representation of females
We will measure the gender mix throughout the recruitment process to identify any barriers and then put relevant actions in place to address these

We have undertaken detailed analysis
as part of our pay review to address
any pay disparities
We have seen an increase in the
number of females promoted:
39% of all employees promoted
were female
50% of employees promoted
to management positions were female

Closing statement from our Director of People & CR

Closing Statement

At Ricoh, we’re continuing our commitment to fostering a diverse workforce which is reflective of society at large.The latest statistics from the UK government indicate that 51% of the total population of the country are women and girls.

Our people sit at the heart of everything we do, and we know that taking on-board different perspectives, attitudes and experiences can result in fresh approaches, innovation and collaboration. In turn, this is driving a culture of openness and an overall positive impact on business performance.

With this in mind, we are aware that there are currently still a higher proportion of male employees within our business, with a higher proportion of those males in senior roles. As is representative across the UK and a legacy of the technology industry typically attracting men in the past. Additionally across most divisions there are higher rates of pay for male employees, a small proportion have a gap in favour of females and we continue to review all of our business areas to ensure we are taking a proactive approach to addressing these gaps.

To address this and increase the female workforce at Ricoh we have, and will continue to expand upon the following steps:

All of our job roles, pay grades and remuneration are continuously reviewed to ensure a fair structure and we work to address any pay disparities as part of any pay review.

We are continuing to work with STEM (Science, Technology, Engineering and Mathematics) focus groups, local schools and colleges to put strategies in place to; attract females into our non-traditional technology sector, to further understand the barriers and to work to combat them at the start of women’s careers.

In terms of recruitment our approach
has continued to evolve with gender neutral advertising, the inclusion of females on interview panels wherever possible and ensuring that females are included
on shortlists.

Internally we are specifically targeting those females in low pay quartiles and encouraging them to consider IT or Technical roles which typically pay higher salaries, whilst also offering training to assist them in development, should they choose that route.

Our Succession Planning and Talent Management programmes are also available and promoted to focus on career paths and opportunities for females to help raise their pay potential. Each of our Ricoh UK divisions have their own diversity targets which are reported on and measured regularly throughout the year and this year we have also introduced a Diversity Champion (Board Member) to help drive initiatives across the business.