Closing statement from our Director of People & CR

Closing Statement

At Ricoh UK our ethos is to put people at the heart of our business and create a culture where all employees feel motivated and fulfilled at work.

We understand that gender balance brings opportunity and innovation, allowing us to embrace wider perspectives, experiences and attitudes. Continuing to focus on addressing the gender pay gap will assist us in attracting the very best talent and ensure our organisation continues to build more diverse and inclusive teams.

Keeping this in mind, we are aware that the results of this particular report have been skewed due to the Covid-19 pandemic and subsequent business impacts at the time this data was collected.

Therefore the large reduction in the gender pay gap for 2019 - 2020 is not reflective of the real time data we now see, which is a smaller percentage improvement.

Within our business there is currently still a higher proportion of male employees, with a higher proportion of those males in senior and sales roles. This directly impacts the mean bonus gap as those in sales roles also earn commission.This is a legacy of the technology industry typically attracting more men and our role is now to create opportunities, knowledge and choice where it may not have been accessible to females in the past.

We do now have more females in the Upper and Upper Middle pay quartiles than in 2020 and are working to implement actions to ensure this trend continues into the future.

The proactive steps that we are taking include:

Recruiting and Enabling Talent

Designing flexibility into key strategic positions to enable females to progress
Comprehensive apprenticeships scheme which included 31 females on programme during FY19-20
Participating in the 30% Club mentoring programme

Working in Partnership

Founding member of Moving Ahead a social impact organisation working to improve workplace inclusion and diversity
Working with the Royal Academy of Engineering & Verditer Consulting to help understand the gender pay gaps in Engineering

Ways of Working Policies

Enhanced all our family friendly policies including Maternity and Shared Parental Leave
Improving flexible working practices

Providing Tools & Support

Imbedded inclusive leadership competencies into all leadership development programmes
Dedicated Inclusion and Wellbeing Manager
European-wide Women’s Leadership Forum
We have a designated Board Member as a Gender Diversity Champion to help lead and drive initiatives across the business

Data and Analysis

We have set five year targets from 2018 to increase gender representation across the business
We measure the gender mix throughout the recruitment process to identify any barriers and put relevant actions in place to address these