Aim of this report:
The aim of this report is to communicate our overall Gender Pay Gap figures and how we intend to address any gender pay gap, as a result of this analysis.
This report complies with the 2017 Government Regulations that stipulate companies in England, Scotland and Wales with 250 or more employees on
the snapshot date of 05 April 2019 are required to carry out mandatory Gender Pay Gap Reporting.
- The data presented in this report represents the gender pay gap for Cision Group Limited.
- Snapshot date of 05 April 2019 using our HR and payroll records.
- The median represents the middle value within the data set.
- The mean represents the average value within the data set.
- Bonus period for the purposes of the bonus calculations: 01 April 2018 to 05 April 2019..
There are six calculations that show the difference between the average earnings of men and women in our organisation.
- Mean (average) gross hourly rate of pay
- Median gross hourly rate of pay
- Mean bonus pay
- Median bonus pay
- Proportion of males/females in hourly rate of pay quartiles (four bands)
- Proportion of males/females in receipt of bonuses in the last 12 months before the snapshot date
The median represents the middle value within the data set. The mean represents the average value within the data set.
The bonus period for the purposes of the bonus calculations range from 01 April 2018 to 05 April 2019.
What the figures say:
The UK average gender pay gap according to the Office of National Statistics is currently 17.3%. The pay gap figures as of the snap shot date 05 April 2019 is 7.9% which is 9.4% lower than the UK average. The mean pay gap is 25.3% in favour of men.
The gender pay gap for the median bonus payment stands at 14.5% with the mean bonus pay gap being 12.7%, which is a 50% reduction on the 2018 figure. Even though the median gender pay gap is well below the UK average figure, there is still work to be done to reduce this gap further..