< Back to Contents Introduction Since changes to the Equality Act came into force in April 2017, companies with more than 250 employees have been legally required to report their gender pay gap figures at the end of each financial year. At Sony Europe B.V, we also believe this is the right and fair thing to do. We are fully committed to being an equal opportunities employer. We always aim to treat employees and job applicants fairly regardless of their gender, age, race, sexuality, full or part time status, marital status, religion and disability. What is gender pay gap? The gender pay gap shows the average differences in pay between all men and women in a workforce; this is expressed as a percentage of men’s earnings. The gender pay gap is influenced by a range of socio-economic factors for example; women choosing specific occupations and returning to work following career breaks for childcare reasons into lower paid and often, part time jobs. What is the difference between gender pay gap and unequal pay? The gender pay gap can sometimes be confused with the law on equal pay; however, the gender pay gap is a different concept. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because of the difference in their sex. As a company we have robust pay processes in place to ensure so far as possible that we adhere to this. We are committed to ensuring we have a fair working environment, where we reward employees equally based on their performance. The existence of a gender pay gap does not mean that there are unequal pay practices within any organisation. Our 2019 report We use two types of averages to determine our pay gap: The mean, which is the sum of every employee’s hourly rate of pay divided by the total number of employees. The median, which is the exact middle point between the employees with the lowest and highest hourly rates of pay. You can see the various ways in which we calculate our gender pay gap in the graphic opposite. This year our pay gap is 24.1%, which is very slightly lower than the 24.2% result that we reported in 2018. Causes of gender pay gap in our business We know that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Instead, it is the result of the roles in which men and women work within our organisation. We have a male/female imbalance, which is particularly evident in our most senior roles. These leadership positions naturally have higher salaries and bonuses, so the greater proportion of men to women has a significant impact on our overall gender pay gap. The results Average gender pay gap as a mean average 24.1% (-0.1% 2018) Average gender pay gap as a median average 17.7% (0.5% 2018) Average bonus gender pay gap as a mean average 47.0% (-4.9% 2018) Average bonus gender pay gap as a median average 48.9% (-12.8% 2018) Male Female 83.2% 77.5% 64.5% Male Female 61.7% 80.1% 56.2% 35.5% 38.3% 19.9% 43.8% Proportion of males and females when divided into four groups ordered from lowest to highest pay Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment Upper Middle Quartile Upper Quartile Lower Quartile Lower Middle Quartile Sony Europe B.V. Gender Pay Gap Report 2019
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IntroductionSince changes to the Equality Act came into force in April 2017, companies with more than 250 employees have been legally required to report their gender pay gap fi gures at the end of each fi nancial year. At Sony Europe B.V, we also believe this is the right and fair thing to do.
We are fully committed to being an equal opportunities employer. We always aim to treat employees and job applicants fairly regardless of their gender, age, race, sexuality, full or part time status, marital status, religion and disability.
What is gender pay gap?The gender pay gap shows the average di� erences in pay between all men and women in a workforce; this is expressed as a percentage of men’s earnings.
The gender pay gap is infl uenced by a range of socio-economic factors for example; women choosing specifi c occupations and returning to work following career breaks for childcare reasons into lower paid and often, part time jobs.
What is the di� erence between gender pay gap and unequal pay?The gender pay gap can sometimes be confused with the law on equal pay; however, the gender pay gap is a di� erent concept.
Equal pay deals with the pay di� erences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because of the di� erence in their sex. As a company we have robust pay processes in place to ensure so far as possible that we adhere to this. We are committed to ensuring we have a fair working environment, where we reward employees equally based on their performance.
The existence of a gender pay gap does not mean that there are unequal pay practices within any organisation.
Our 2019 reportWe use two types of averages to determine our pay gap:
The mean, which is the sum of every employee’s hourly rate of pay divided by the total number of employees.
The median, which is the exact middle point between the employees with the lowest and highest hourly rates of pay.
You can see the various ways in which we calculate our gender pay gap in the graphic opposite.
This year our pay gap is 24.1%, which is very slightly lower than the 24.2% result that we reported in 2018.
Causes of gender pay gap in our businessWe know that our gender pay gap does not stem from paying men and women di� erently for the same or equivalent work. Instead, it is the result of the roles in which men and women work within our organisation.
We have a male/female imbalance, which is particularly evident in our most senior roles. These leadership positions naturally have higher salaries and bonuses, so the greater proportion of men to women has a signifi cant impact on our overall gender pay gap.
The results
Average gender pay gap as a mean
average
24.1%(-0.1% 2018) Average gender
pay gap as a median average
17.7%(0.5% 2018)
Average bonus gender pay gap as
a mean average
47.0%(-4.9% 2018)Average bonus
gender pay gap as a median average
48.9%(-12.8% 2018)Male Female
83.2% 77.5%
64.5%
Male
Female
61.7%
80.1%
56.2%
35.5%
38.3%
19.9%
43.8%
Proportion of males and
females when divided into four groups ordered from lowest to
highest pay
Proportion of males receiving a
bonus payment and proportion of females
receiving a bonus payment
Upper Middle
Quartile
UpperQuartile
Lower Quartile
Lower Middle
Quartile
Sony Europe B.V. Gender Pay Gap Report 2019
What are we doing to address this?We fully agree that having a diverse workforce is key to creativity, innovation and ultimately the success of a company. As such, for many years we have pro-actively designed and implemented initiatives to ensure that we recruit fairly:
• Gender neutral role profi les
• Unconscious bias interview training for managers
• Interviews conducted where possible by a man and woman
• Scoring based Competency Based Interviews
Sony Europe B.V. are also strong supporters of engaging our younger generation (both male and female) in STEM subjects. Our STEM schools programme which is run out of our Technology Centre in Pencoed has opened its doors to over 10,000 children since 2012.
However, we realise that we can, and are committed to, doing more to ensure that we continue to reduce our gender pay gap. We are looking into what steps we can take over the next year to achieve this.
I confi rm that the information and data reported is accurate and in line with the UK Government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Andrew Beaumont, Head of HR, UK & Ireland
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