Gender Pay Gap Report

Gender Pay Gap Report 2017 for RWS Translations Ltd

Under new legislation which came into force in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap. RWS has one group company which meets that criterion and therefore the data below relates to that entity, RWS Translations Ltd.

A gender pay gap is the difference between the hourly rate of pay of male employees and female employees, irrespective of role, expressed as a percentage of the hourly pay rate of the male employees. The gender pay gap is reported on both a mean (average) and median (mid-point) basis. It is important to note that a gender pay gap is different from equal pay. Equal pay is the difference in pay between men and women who carry out the same, similar or equivalent work. We are confident that men and women are paid equally for doing equivalent jobs across our business.

This report is based on pay data at the ‘snapshot date’ of 5 April 2017 and the bonuses we paid over the 12 months before.

Our gender split in the 2017 reporting period is 29% male to 71% female over a total of 362 employees.

Pay and bonus gap
 
Mean Median
Hourly pay 32.07% 24.81%
Bonus 48.28% 81.96%

 

Proportion of employees receiving a bonus payment
 
Male Female
32.43% 30.63%

 

Pay quartiles showing the gender distribution in each pay quartile

 

Male Female
Lower quartile 24.18% 75.82%
Lower middle quartile 15.56% 84.44%
Upper middle quartile 25.27% 74.73%
Top quartile 51.11% 48.89%

 

The nature of our business is unusual. As a translation company, we employ large numbers of language graduates who nationally are predominantly female. They take up the majority of our production, administration and checking roles as per the first three pay quartiles. However, due to the scientific and technical subject matter of our translations, we employ for the higher-paid translator roles staff who have qualifications in science, technology, engineering and mathematics (STEM) in addition to language skills. Women still make up only 14% of the national STEM workforce overall, hence the levelling out of the gender distribution in the top pay quartile.

According to the Office of National Statistics 2016, the national median gender pay gap is 18.1%. Our overall median gender pay gap is 24.81%. The fact that there are more women in the lower quartiles is a major driver in our gender pay gap. We are determined to address our gender pay gap and are committed to continue paying our staff fairly regardless of their gender. We want to tackle the under-representation of women in our science and engineering roles and are working with local schools encouraging girls to combine their languages with a technical subject whilst encouraging boys to continue their language studies. Last year we introduced a work experience programme to give pupils and undergraduates insight into the roles available within RWS Translations Ltd and let them try them at first hand. Meaningful and sustained change will take time but we hope that this will be a useful element in our recruitment strategy. In addition, we 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. In the short term this means that more women are at the starting salaries which will make the gender pay gap look high. In the longer term this will balance out and the under-representation should be reduced.

Turning to our bonus pay gap, bonus pay in line with the guidelines includes long service awards. We currently run a voucher-based recognition scheme that awards staff for each 5 years of service. The vouchers are typically for relatively small amounts of between £50 and £250. When these are calculated together with performance-related bonuses and sales commissions of a considerably higher value, it distorts the bonus pay gap. If we remove the long service awards from our calculations, it gives a mean bonus pay gap of 31.56% and a median bonus pay gap of 44.43%. This again is indicative of the under-representation of women in our scientific and engineering roles. We are confident that men and women have an equal opportunity to participate in and earn a bonus and that as our steps above bear fruition, this gap too will be narrowed.

I confirm that the data reported is accurate.

 

Desmond Glass

Group CFO of RWS Holdings plc

27 March 2018