{"id":6564,"date":"2020-04-14T13:48:26","date_gmt":"2020-04-14T12:48:26","guid":{"rendered":"https:\/\/www.gsma.com\/about-us\/?page_id=6564"},"modified":"2023-03-25T20:44:10","modified_gmt":"2023-03-25T20:44:10","slug":"gender-pay-gap-report-2019","status":"publish","type":"page","link":"https:\/\/www.gsma.com\/about-us\/gender-pay-gap-report-2019\/","title":{"rendered":"Gender Pay Gap Report 2019"},"content":{"rendered":"

The GSMA represents the interests of mobile operators worldwide, uniting more than 750 operators with almost 400 companies in the broader mobile ecosystem, as well as organisations in adjacent industry sectors. The GSMA also produces the industry-leading MWC events held annually in\u00a0Barcelona<\/a>,\u00a0Los Angeles<\/a>\u00a0and\u00a0Shanghai<\/a>, as well as the\u00a0Mobile 360 Series<\/a>\u00a0of regional conferences.<\/p>\n

Our vision is to unlock the power of connectivity so that people, industry and society can thrive. We can only do this through our talented staff; a broad and varied group of professionals with a wide range of skills and experience.<\/p>\n

Our Gender Population<\/strong><\/p>\n

\"Our_Gender_Population_Graph_1\"<\/p>\n

Overall, the GSMA has more female employees than male employees. We have seen this trend rise marginally (+3%) since 2017.<\/p>\n

\"Our_Gender_Population_Graph_2\"<\/p>\n

There are more women in mid-level, intermediate and entry roles; with more men in senior positions. As a result, our pay gap is driven by the structure of our workforce, having 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><\/strong><\/p>\n

What is the gender pay gap?<\/strong><\/p>\n

The gender pay gap shows the difference in pay between male and female employees in an organisation. It is defined as the difference between men\u2019s and women\u2019s hourly earnings expressed as a percentage of men\u2019s earnings.<\/p>\n

What is our gender pay gap?<\/strong><\/p>\n\n\n\n\n\n\n\n\n\n\n
Women\u2019s Hourly pay<\/td>\nMean (Average)<\/strong><\/td>\n<\/tr>\n
2019<\/td>\n2018<\/td>\n2017<\/td>\n<\/tr>\n
25.7%<\/strong><\/td>\n25.6%<\/strong><\/td>\n24.3%<\/strong><\/td>\n<\/tr>\n
Lower than men<\/td>\nLower than men<\/td>\nLower than men<\/td>\n<\/tr>\n
Median <\/strong>(Middle)<\/strong><\/td>\n<\/tr>\n
2019<\/td>\n2018<\/td>\n2017<\/td>\n<\/tr>\n
27.3%<\/strong><\/td>\n29.6%<\/strong><\/td>\n28%<\/strong><\/td>\n<\/tr>\n
Lower than men<\/td>\nLower than men<\/td>\nLower than men<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

When we refer to the reportable gender pay gap, the mean is taking all hourly rates for men, and all hourly rates for women, calculating the averages for each respectively, then comparing them to show the difference between the two averages. For the median, this is looking at the middle point for both men and women and then comparing them.<\/p>\n

The current gap in hourly rate and bonus pay exists because we have more men than women in senior positions, and more women than men in entry\/intermediate level positions. We continue to make a concerted effort to narrow the gap even further, during the last financial year, four out of six vacant Extended Leadership positions were filled by women.<\/p>\n

Bonus Payments in FY19<\/strong><\/p>\n\n\n\n\n\n\n\n\n\n\n
Women\u2019s bonus payments<\/td>\nMean (Average)<\/strong><\/td>\n<\/tr>\n
2019<\/td>\n2018<\/td>\n2017<\/td>\n<\/tr>\n
36.1%<\/strong><\/td>\n52.4%<\/strong><\/td>\n38.4%<\/strong><\/td>\n<\/tr>\n
Lower than men<\/td>\nLower than men<\/td>\nLower than men<\/td>\n<\/tr>\n
Median (Middle)<\/strong><\/td>\n<\/tr>\n
2019<\/td>\n2018<\/td>\n2017<\/td>\n<\/tr>\n
29.1%<\/strong><\/td>\n42.4%<\/strong><\/td>\n50.4%<\/strong><\/td>\n<\/tr>\n
Lower than men<\/td>\nLower than men<\/td>\nLower than men<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

This year, we have seen our bonus pay differential decrease. On average our female employees\u2019 bonuses were 36.1% lower than their male counterparts. This was an improvement of 18.3% compared to FY18.<\/p>\n

Employees Receiving a Bonus in FY19<\/strong><\/p>\n

\"Employees_Receiving_Bonus_in_FY19_Graph_1\"<\/p>\n

In FY19 more women than men received a bonus. Employees only become eligible for performance bonuses after completing three months\u2019 service. More men than women joined the GSMA between 1 July 2018 and 30 September 2018, and, as such, they didn\u2019t receive a bonus in May 2018 and didn\u2019t receive a bonus in October 2018, as they weren\u2019t eligible due to their length of service.<\/p>\n

Pay Quartiles<\/strong><\/p>\n

\"Pay_Quartiles_Graph_1\"<\/p>\n

We have higher percentage of male employees in our upper and upper middle quartiles. Together with higher percentages of female employees in our lower middle and lower quartiles.<\/p>\n

When looking at the mean and median pay gap within each quartile, rather than as a whole, we can see a more even comparison of men and women\u2019s pay. Only in the Upper Quartile is there a more significant gap with women\u2019s mean pay being 11.1% lower than men\u2019s. This is reflective of the male Director General being counted in this quartile.<\/p>\n

Since 2017 there are been a reduction of 3 percentage points in the mean gap between men and women\u2019s pay in the Upper Quartile and of 5 percentage points in the Upper Middle Quartile, 4 percentage points in the Lower Middle and -1 percentage points in the Lower Quartile, resulting in women\u2019s pay only being 0.3% lower than men\u2019s in the Lower Quartile.<\/p>\n

Global pay equality<\/strong><\/p>\n

We are committed to making sure that men and women are paid fairly in comparative roles and have the same opportunity for performance bonuses. \u00a0We use external data to benchmark all of our roles globally and we review every individual\u2019s position against the benchmark for their role on a twice yearly basis to ensure there are no disparities. The below graph shows the average position against benchmark across the organisation.<\/p>\n

\"Global_pay_equality_graph_1\"<\/p>\n

What measures are we taking?<\/strong><\/p>\n