Gender PayGap Report2017

Introduction
Opening Statement from Greg Clark, Symantec CEOSymantec is guided by a set of values that demand the highest
ethical standards. Our values underscore our commitment to building
a strong, diverse, and passionate team—a team that stands together
to protect our customers like no one else can.
The UK-specific Gender Pay Gap (GPG) regulations
have given us an opportunity to see how well we’reliving up to our values and our commitment todiversity at Symantec. As a company, it’s importantthat we assess female representation throughout ourUK-based organisation and globally, and ensure pay
programmes continue to deliver outcomes in line with
our focus on skill and performance. I confirm that thefindings shared in the following report are accurate
and representative of the pay analysis undertaken for
Symantec UK.
Our values demand we set the bar high and exceed
it—to deliver what we promise—and our assessmentshows that while we are headed in the right direction,
we can continue to improve.

We re-affirm our commitment to driving greater
diversity within job roles that do not reach ourdiversity standards and to ensure we place greater
investment in building our female leadership bench.
We celebrate diversity, equity and inclusion (DEI)
because it fuels innovation; innovation is the heartof Symantec. We will continue to work towards
building a more inclusive team that supports both
our mission—and our values.

Greg Clark, Symantec CEO

What is theGender Pay Gap?
As of April 2017, all employers with 250 or more employees in GreatBritain must report statutory median and mean calculations on the size of
their Gender Pay Gap and Gender Bonus Gap. Employers must also publish
figures on the proportion of males and females receiving bonuses, as wellas the proportion of men and women in each quartile of the organisation’spay structure.

•Gender Pay Gap: measures the difference between hourly
earnings for men and women in a company on a given date.
For this report, the pay period encompassing 5 April 2017 isused. This measurement includes base pay, allowances, andany bonus/incentive paid in April 2017.

The Gender Pay Gap in the UK should not be confused with‘equal pay’ or ‘pay equity’. Equal pay represents the legal
requirements to pay men and women the same for performing
the same or like work, and have been in place in the UK forover 40 years.

•Gender Bonus Gap: measures the difference in all incentive
pay received by men and women in the 12 months leading
up to 5 April 2017. This measurement includes all bonuses,long-term incentives, and sales commission payments.

The Gender Pay disclosure highlights other issues beyond
equal pay that drive the gap, like fewer women in senior
positions and the predominance of men in higher-paying
specialist positions.

What is theGender Pay Gap?
Mean and Median comparedThe gap

££

Mean:
The mean is calculated by dividing the total pay of all employees by the total numberof employees. One calculation is done for all male employees and another done for
all female employees. The two calculations are then compared. Mean averages givea good overall indication of the gender pay gap, but very high or very low pay rates/
bonuses can skew the results.

Median:The median is the pay that sits
directly between the lowestsalary and the highest salary
when all salaries are ranked.
Statisticians believe this to be
the best view of ‘typical’ pay as
it is not distorted by very large
or small pay rates/bonuses.1

The gap££££££

1
http://m.acas.org.uk/media/pdf/m/4/Managing_gender_
pay_reporting_04_12_17.pdf

Reporting both mean and median figures provides
a more rounded understanding of the GPG.
Gender pay gap quartile figures:
Gender pay gap quartile figures show the proportionof male and female employees within four pay bands.
Employees are ranked from highest to lowest paid,
then divided into four equal parts (‘quartiles’) todetermine the percentage of men and women in eachof the four bands.

OurResults
Results for Symantec, UK
The overall median Gender Pay Gap is 21.6%.
The Gender Pay Gap for companies operating in
the Professional, Scientific and Technical sector
is 22.4% (median, ONS 20172). The UK average is
18.4% overall (median, ONS 20172).

Pay Gap
Bonus Gap

Mean
14.4%
49.1%

Median21.6%
56.0%

Bonus participation rate

84%

80%

MaleFemale

Symantec, UK, quartiles

48%

25%

29%29%

FemaleFemaleFemaleFemaleBand A

Band B

Band CBand D

quartile oflowest earners

quartile of lower
middle earners

quartile of upper
middle earners

quartile ofhighest earners

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/annualsurveyofhoursandearnings/2017provisionaland2016revisedresults2Understanding
Our Results
Two-thirds of our UK workforce ismale. As the quartile figures show,
the primary reason for the gender pay
gap at Symantec is due to the lack offemales in leadership roles. Men are also
over-represented in sales, engineering,and technical roles. Women arecomparatively over-represented at morejunior levels and in supporting functions.
In summary, more men than women are in senior roles,
resulting in a gender pay gap.
Our DEI strategy, as detailed in our Corporate
Responsibility Report, specifically targets these areas
for improvement at the corporate level.

FY2020 Diversity
and Education Goals
Achieving gender parity is part of our wider DEI strategy at
Symantec. As we change the game in cyber defence, we needa rich balance of perspectives, reflecting diversity, equality,
inclusion, and education. To that end, we have four Global People
Goals to help build a winning culture:
1. Increase the percentage of woman in theSymantec workforce globally by 15%
2. Increase the number of women in
leadership to 30% by up-leveling our
performance management processes,
developing more robust and inclusive
leadership capabilities through training
and immersion programs, and recruiting
top female talent across industries

3. Invest $20M to excite, engage, andeducate one million students in science,technology, engineering, and math(STEM)—with an emphasis on computerscience and cyber security —throughglobal non-profit partnerships
4. Limit voluntary attrition to no more than
3% for employees receiving the highest
performance assessments

Our actions to close the gap,
now and in the future
Mitigating Unconscious Bias throughout the Talent Pipeline and Workplace
Addressing our collective automatic, subconscious judgements and behaviours is a crucial lever in meeting ourdiversity goals. To promote inclusive thinking and create a level playing field, we piloted several Unconscious Bias
training programs that combined in-person and webinar sessions around the world. We also established new
standards of performance, and added diversity measurements across Talent Acquisition and Talent Development.
In FY17, Symantec:••••

Declared an external commitment
for internal action through theCEO Action for Diversity &Inclusion Pledge
Established a leadership rolewith the Gender Working Groupfor the CEO Action for Diversity &Inclusion Pledge
Completed Unconscious Bias
training for recruiters and humanresource business partners,
company-wide
Completed Unconscious Bias
training for 200+ managers fromFall 2016 to Spring 2017••••

Embedded diversity messaging in
our Pay and Performance training
and New Manager training
Since FY17, delivered training forour executive leadership team,including diversity and inclusion
messaging in all new corporate
training modules
Conducted Employee Focus
Groups around diversity &inclusion to help inform new
strategies and initiatives
Established Corporate Diversity &Inclusion metrics dashboards fororganizational health review andtalent acquisition reporting

By the end of FY19, we will roll out our Unconscious Bias training to all
employees to help foster an inclusive culture of acceptance and respect.
Further, we will launch an Inclusive Leadership Training Module in April 2018
to educate employees on how to identify workplace biases, understand theimpact of decision-making within the talent lifecycle, and provide tools tocreate more diverse teams.
Beyond this training, we are taking additional steps to review our existing
recruitment process to ensure:•••

We have diverse candidate pools and diverse interview panels
Our executive recruiting process takes into account these goals
Our job descriptions are gender-neutralOur actions to close the gap,
now and in the future
Inspiring women and girls in STEM
The number of female STEM graduates in the UK is on therise but male numbers are growing faster3. This has meant
a decrease in the relative number of females competing for
STEM opportunities.
Our focus is not just on hiring more females, but to inspire girls to take up STEM subjects
so that we can grow our pipeline of female talent over the long-term. We believe it is never
too early to engage with students about cyber security and, as such, we have formed local
partnerships with girls’ schools to encourage STEM participation.
In addition to actively participating in various DEI conferences and recruiting events,
specific activities include:••••the Cyber Workforce Alliance, recently launched in the UK to provide mentoring
opportunities to university students,
TeenTech, designed to introduce students to the wide range of STEM career possibilities,
including through the profiling of successful female STEM students,
Business in the Community, partnering with the Reading Girls School,
Inspirefest, supporting women in technology across Europe.

We will also look to utilise the UK Apprenticeship Levy to support foundational skills
development within a diverse group of apprentices.
3

https://www.wisecampaign.org.uk/resources/2018/02/core-stem-graduates-2017

Our actions to close the gap,
now and in the future
Retaining our current female workforce
Retaining our current female population is vital to improving our gender pay gap. Our flexible
working and enhanced maternity pay policies help us support a culture where women can thrive,
innovate, and have equal opportunities. Xcellerate is our program for identifying high performing
talent within Symantec, and we have focused on increasing female representation in this programin support of our goal of 30% of leadership roles being held by women by 2020.
The Symantec Women’s Action Network (SWAN) plays an integralrole for women at Symantec by building cultural awarenessand providing opportunities to serve as cultural community
ambassadors, mentor females in cyber security, volunteer, and beadvocates. We are proud to be a founding signatory of the Women’sEmpowerment Principles (WEP), applying and sharing best practices
as part of the world’s leading global dialogues on gender equality.

At Symantec, we are passionate about our mission to keep the world’s
information safe and as a result, we deliver on it better than anyone
else in the cyber security industry.
Our company was founded on innovation. We believe that innovation
is born when people with diverse perspectives, experiences, andcultures come together, turning dreams and ideas into gamechanging solutions.

We are also involved in:•••

Actively seeking more diverse inputs when designing businessprocesses, to ensure they work for all colleagues
Reviewing learning opportunities to ensure they are distributed
fairly and equally across teams
Building a Diversity Council to help guide organizational change
and help provide focus to diversity and inclusion initiatives acrossthe business

Championing diversity, equity and inclusion is not just “the right thingto do”— our business success depends on it.