Gender Pay Gap Report 2020

2020 Gender Pay Gap Report for RWS Translations Ltd

This report is based on pay data at the ‘snapshot date’ of 5 April 2020 and the bonuses we paid over the 12 months before. Our gender split in the 2020 reporting period is 32% male to 68% female within a total of 320 employees.

Pay and bonus gap
Mean Median
Hourly pay 31.33% 15.45%
Bonus 33.66% 78.95%

Proportion of employees receiving a bonus payment
Male Female
34.55% 16.95%

Pay quartiles showing the gender distribution in each pay quartile
Male Female
Lower quartile 26.25% 73.75%
Lower middle quartile 27.50% 72.50%
Upper middle quartile 21.25% 78.75%
Top quartile 53.75% 46.25%

As previously reported, the nature of our business means that the gender split for the reporting period ended 5 April 2020 continues to be atypical. As a translation company, we employ a large number of language graduates who are predominantly female, in line with the national language graduate cohort. They comprise the majority of our production, administration and linguistic revision roles which fall into the first three pay quartiles. However, due to the scientific and technical subject matter of our translations, for the higher-paid translator roles we employ staff who have qualifications in science, technology, engineering and mathematics (STEM), together with language skills. Overall in the UK, females still make up only 24% of the core-STEM workforce, hence the levelling out of the gender distribution in the top pay quartile.

According to the Office of National Statistics 2020, the national median gender pay gap among all employees was 15.5%. Our overall median gender pay gap in April 2020 hit 15.45% which, although up from 13.98% in April 2019, is an appreciable movement from 19.63% in 2018 and 24.81% in 2017. As mentioned above, the fact that we employ more females in the lower quartiles is a major driver in our gender pay gap. 

There has been no meaningful change in the top quartile largely because it is made up primarily of highly-paid male translators, which when coupled with a low turnover and long service, has resulted in higher salaries within this specific quartile. 

We are determined to redress this gender pay gap imbalance. We have been working with local schools to provide work experience programmes to give pupils and undergraduates insight into the roles available within RWS Translations Ltd. We have also launched a scholarship programme in collaboration with The University of Manchester to encourage students from lower income families to complete a degree in modern languages. Named after RWS’s Chairman, Andrew Brode, the ‘RWS Brode Scholarship Programme’ will support a total of 50 undergraduate students between 2019 and 2021. In addition, we have continued to offer our language graduates the opportunity for progression to staff translator positions by way of sponsorship to study for scientific and technical qualifications via the Open University and day release courses at college. As at the snapshot date of 5 April 2020, we are pleased to confirm that the majority of individuals pursuing this route are female. 

Our bonus pay, in line with the guidelines, also includes our recognition scheme to reward staff for long-service and finder’s fees for new employees. When these are calculated together with performance-related bonuses and sales commissions of a considerably higher value, it distorts the bonus pay gap. Once we exclude these values, the mean bonus pay gap falls to 6.16% from 33.66% and the median bonus pay gap reduces from 78.95% to 25.50%. 

Moving forward, we are committed to reducing our pay gap over the coming years. In order to accelerate progress, we will focus on the following initiatives which are now in place. 

  • Skills-based assessment in recruitment 
  • Structured interviews for recruitment and promotions 
  • Improving workplace flexibility 
  • Encouraging Shared Parental Leave 
  • Recruiting returners 
  • Leadership development processes 
 

Desmond Glass
Group CFO
18 December 2020 

NB – Below are our figures for 2018. 

Figures for 2019 

Pay and bonus gap
Mean Median
Hourly pay 32.69% 13.98%
Bonus 32.85% 78.18%

Proportion of employees receiving a bonus payment
Male Female
40.74% 27.63%

Pay quartiles showing the gender distribution in each pay quartile
Male Female
Lower quartile 25.68% 74.32%
Lower middle quartile 26.67% 73.33%
Upper middle quartile 22.67% 77.33%
Top quartile 54.67% 45.33%