Telefonica UK (O2) has reported a mean gender pay gap of 13.5% for average hourly pay as at April 2020.
The organisation, which currently has 6,700 employees, reported its gender pay gap data in line with the government’s gender pay gap reporting regulations.
The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands.
O2’s median gender pay gap is 23.6%, as at April 2020. On average, women earn 76p compared to every £1 their male counterparts earn.
Its median gender pay gap for bonuses paid during the reporting period is 21.7%, a decrease on the 28.2% gap in the year before. The mean gender pay gap for bonus payments is 23.9%, a significant decrease from 34% in the year before.
Over the reporting period, 86.5% of female employees and 87.8% of male employees received bonus payments.
Just over one quarter (28.3%) of employees in the highest pay quartile at O2 are female, compared to 38.6% in the second quartile, 46.8% in the third quartile and 41.6% in the lowest pay quartile.
Due to the Covid-19 (Coronavirus) pandemic, gender pay gap reporting regulations have been suspended for the 2019/2020 reporting period, however, O2 has voluntarily reported its 2019/2020 and 2020/2021 gender pay gaps.
Catherine Leaver, HR director at O2, said: “At O2, every decision is made with our people in mind. We have taken great care to build an inclusive workplace where diversity is not only welcomed, but celebrated.
“We are passionate about each one of our employees, and committed to supporting and empowering them to grow, develop and progress. Employing individuals from a range of backgrounds brings a diversity of perspective that adds critical value to our business
“We recognise the importance of transparency in encouraging accountability and inspiring impactful, action-led change. That is why we have and will continue to, report this data. To hold ourselves accountable. To learn from it. To build a more inclusive workplace. To drive positive change.
“But we know there is always room to do more. We will not stop until we have fulfilled our ambition of being a leading inclusive employer.”