{"id":5920,"date":"2019-02-19T15:55:19","date_gmt":"2019-02-19T15:55:19","guid":{"rendered":"https:\/\/www.gsma.com\/about-us\/?page_id=5920"},"modified":"2023-03-25T20:43:02","modified_gmt":"2023-03-25T20:43:02","slug":"gender-pay-gap-report-2018","status":"publish","type":"page","link":"https:\/\/www.gsma.com\/about-us\/gender-pay-gap-report-2018\/","title":{"rendered":"Gender Pay Gap Report 2018"},"content":{"rendered":"

In compliance with the UK Government\u2019s statutory requirements on gender pay, the GSMA is required to publish data for our employing entities with over 250 staff in the UK. This data has been filed with the UK Government and the following provides further commentary on that information.<\/p>\n

The GSMA represents the interests of mobile operators worldwide, uniting nearly 750 operators with more than 350 companies in the broader mobile ecosystem, as well as producing industry-leading events and conferences. To deliver the expectations of our members, the GSMA employs a broad and varied group of professionals with a wide range of differing skills and experience.<\/p>\n

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Gender split of global staff<\/h3>\n

\"Gender<\/a><\/p>\n<\/div>\n

\n

Gender split by level of global staff<\/h3>\n

\"Gender<\/a><\/p>\n<\/div>\n<\/div>\n

Globally the GSMA population is marginally weighted towards female employees. However, a greater proportion of senior positions are held by male employees. With more men in senior positions, this has an impact on our mean and median gender pay gap for hourly rates and bonuses.<\/p>\n

The below data represents staff employed only by our UK GSM Association entity in line with statutory reporting requirements.<\/em><\/p>\n

Gender pay and bonus* gap<\/h3>\n\n\n\n\n\n
<\/td>\n\n

Mean
\nAverage<\/p>\n<\/td>\n

\n

Median
\nMiddle<\/p>\n<\/td>\n<\/tr>\n

Women’s\u00a0hourly rate is:<\/strong><\/td>\n\n

25.6%
\nLower than men<\/p>\n<\/td>\n

\n

28.0%
\nLower than men<\/p>\n<\/td>\n<\/tr>\n

Women’s\u00a0bonus is:<\/strong><\/td>\n\n

52.4%
\nLower than men<\/p>\n<\/td>\n

\n

50.4%
\nLower than men<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

*FY18 bonus includes short and long-term incentive payments and commissions<\/em><\/p>\n

The gap in hourly rate and bonus pay is due to the GSMA having more men than women in senior positions, and more women than men in entry\/intermediate level positions. We are committed to ensuring that women and men are paid fairly in comparative roles and have the same opportunity for performance bonuses. We use external benchmarking data related to the relevant industry and specific job role content and take targeted action by reviewing pay for all staff on a bi-annual basis.<\/p>\n

Employees receiving bonus in FY18<\/h3>\n

\"\"<\/a><\/p>\n

Employees become eligible for performance bonus after completing three months\u2019 service; more men than women receiving a bonus in FY17 was reflective of having a higher number of women than men join the GSMA in the same period.<\/p>\n

Pay quartiles<\/h3>\n

Proportion of men and women in each quarter of the payroll, each quartile contains\u00a086 employees in 2018<\/strong><\/p>\n\n\n\n\n\n\n
<\/td>\n<\/tr>\n
<\/td>\n\"\"<\/a><\/td>\n\"\"<\/a><\/td>\n\"\"<\/a><\/td>\n\"\"<\/a><\/td>\n<\/tr>\n
Mean by quartile<\/td>\n11.5%<\/td>\n-1.0%<\/td>\n0.4%<\/td>\n-1.3%<\/td>\n<\/tr>\n
Median by quartile<\/td>\n1.2%<\/td>\n1.4%<\/td>\n1.5%<\/td>\n1.9%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

A Mean and Median pay gap still exists within each quartile; this is due to different jobs and responsibilities attracting different salaries depending on market rates e.g. CEO vs CFO both of which would be in the top quartile.<\/p>\n

Positive action being taken<\/h3>\n