Gender & Ethnicity
Pay Gap
ReportOxford Instruments
Gender and Ethnicity
Pay Gap Report 2023

Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

WHAT’S IN THIS REPORT

Introduction

Gender pay
gap data

AnalysisContents
Introduction

Celebrating brilliance1

About Oxford Instruments

13

Katy Brizell, General Counsel2

Our purpose-led approach

14

Jayne Wells, International Finance Manager

3

Chief Executive’s introduction

15	Beth Morrison and Georgia Patton,
Mechatronics Apprentices

Gender pay gap data

pg

01

pg

04

pg

08

4

Reporting our progress

5

Pay gap data

6

Bonus pay gap data

7

Gender distribution

Analysis

Celebrating
brilliancepg

13Ethnicity pay
gap datapg

16

Our Board

pg

18

8

Why do we have a gender pay gap?

9Creating an inclusive culture

10

Closing the gap

12Inaugural STEM Fest

Ethnicity pay gap data
16

Doing the right thing

17

Ethnicity pay gap data

Our Board
18

Board-level representation

Read our Report and Financial
Statements 2023 and view the rest of
our reporting suite on our website:www.oxinst.com

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ABOUT OXFORD INSTRUMENTS

We are a global provider ofhigh-technology products
and services to the world’s
leading companies
and scientific researchcommunities
We design, supply and support high-technology
products and systems which enable the world’s
leading companies and scientific researchcommunities to image, analyse and manipulatematerials down to the atomic and molecular level.

Our products and services help our customers to accelerate R&D, increase
their manufacturing productivity and make ground-breaking discoveries
across our key market segments: Semiconductor & Communications,
Advanced Materials, Healthcare & Life Science, Energy & Environment,
Quantum Technology, and Research and Fundamental Science.
Founded in 1959 by Martin and Audrey Wood (later Sir Martin andLady Audrey) as the first technology business to be spun out from
Oxford University, Oxford Instruments is now a global company listedon the FTSE 250 index of the London Stock Exchange (OXIG).
Innovation is the driving force behind our growth and success,supporting our core purpose to enable a greener, healthier,more connected advanced society.

Read more on our website:www.oxinst.com

1

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

OUR PURPOSE-LED APPROACH

Insight and Innovation creating an Impact
Shaping a sustainable future anddelivering on our purpose

Our purpose-led approach enables us to contribute to a greener,
healthier, more connected advanced society. Using our market
insight we innovate to provide high-tech solutions for a betterworld today and in the future.​

for a sustainable future

Delivery against our purpose is underpinned by our values and culture. ​Our purpose

To enable agreener, healthier,more connectedadvanced society. ​2Inclusive
By seeking out
different perspectives
and diverse
collaboration, wedeliver better solutions
and lasting success.

Innovative
Through ourknowledge, expertiseand focusedcuriosity, we create
new possibilities forourselves and for ourcustomers.

TrustedWe build successful,long-term
relationships basedon accountability,
integrity and respect.

Purposeful
We care, andour passion andcommitment drive
positive change inthe world.

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Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

INTRODUCTION FROM OUR CHIEF EXECUTIVE

Ensuring our values
are inclusive by design
One of my core goals for Oxford Instruments is to create a genuinely inclusive
workplace, with visible equity of opportunity and reward for all.

We want this to be an environment
where everyone feels supported,
everyone’s contribution is fairly valued,
and everyone is able to reach theirfull potential. And as we set out inthis report, our recruitment practices,
our policies and our development
opportunities are inclusive by design.
But it’s important to recognise that not
everyone starts from the same place orfollows the same journey. Sometimes weneed to take active steps to foster equity,and I won’t shy away from the difficult

conversations and challenging actions
needed to live and breathe inclusion in
all our ways of working.
As I’ve visited our sites around theworld in my first few months at Oxford
Instruments, I’ve seen great examplesof equity in action – and we’re making
good progress in lots of areas. I’mdelighted, for example, that this year
we are reporting our ethnicity data for
the first time, and have signed up to
Business in the Community’s Race at
Work charter. We’re also making solid

progress towards our gender targets of
40% leadership roles held by women,
and a 30% female workforce, which
would reflect our progressive values andput us ahead of most technology andengineering companies. But – as withthe vast majority of organisations – there
is more to do before we can claim to bea fully inclusive workplace, and we willcontinue to focus our efforts and energy
on driving equity into every area of
Oxford Instruments.

Richard Tyson
CEO3

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

GENDER AND ETHNICITY PAY GAP REPORT 2023

Reporting our progress
Gender pay gap legislation has required employers in GreatBritain with at least 250 employees to publish data on theirgender pay gap on an annual basis since 5 April 2017.
This is our seventh annual Gender Pay
Gap Report, based on data from April
2023. One Oxford Instruments groupcompany is captured by this legislation:
Oxford Instruments Nanotechnology
Tools Limited (“OINTL”), which on thereporting date had 758 employees
across the NanoAnalysis, NanoScience,
Magnetic Resonance and Plasma
Technology businesses.
We believe it is important for us tounderstand our gender pay gap acrossthe whole UK organisation, and so in thisreport we have included both the datarequired under the regulations and thedata for everyone in Oxford Instrumentsin the UK. Our gender pay results arecalculated based on the 1,166 employees

working for six business units in the UK(Andor Technology, Head Office, Magnetic
Resonance, NanoAnalysis, NanoScienceand Plasma Technology) on the reporting
date, and representing more than 50% of
our global workforce.
This spirit of transparency extends tomeasuring and reporting on our ethnicity
pay gap see pages 16–17. Having invited
colleagues to self-report their ethnic
identity, we now have sufficient data to
be able to report both the proportionof employees in the UK who identify as
ethnically diverse, and any pay gaps thatexist. We are committed to doing so, andto building a more comprehensive set ofdata, in order to understand where weneed to take action.

Declaration

Richard Tyson

We confirm that the information anddata provided in this report is accurate.

CEOThis report has been approved by
the Board of Oxford Instruments
Nanotechnology Tools Limited.

4

Vicki Potter
CHRO
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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

GENDER PAY GAP DATA
Oxford Instruments Nanotechnology
Tools Limited (“OINTL”) and Oxford
Instruments UK employees
In 2023, our mean pay gap within Oxford
Instruments Nanotechnology Tools
Limited (“OINTL”) was 10.0%, a decrease
from last year’s 11.5%. Our median pay
gap has also reduced year on year, from
15.4% in 2021 to 10.4% in 2023. In the spiritof transparency, we also set out below
figures for our whole UK workforce. Here,the mean pay gap has risen slightly,
although the median salary for women in
the reporting year was higher than thatfor men.
Factors contributing to these outcomesare set out on page 8.

OINTL mean pay gap (%)“In the spirit oftransparency, we
set out figures
for our whole UK
workforce, rather
than just OINTL,
the entity capturedby the reporting
legislation.”OINTL median pay gap (%)
11.5

15.4

15.1
10

8.9
10.4

April 2021

April 2022

April 2023

All UK mean pay gap (%)

April 2021

April 2022

April 2023

All UK median pay gap data

8.5

11.62
9.8

7.5

5.6

-8.5

April 2021

5

April 2022

April 2023

April 2021

April 2022

April 2023

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

BONUS PAY GAP DATAOINTLIn 2023, our mean bonus pay gap within
OINTL was 20.0% compared with 27.7%
in 2022. Our median bonus pay gap was
8.5%, down from 13.7%.

OINTL mean bonus pay gap (%)

OINTL median bonus pay gap (%)

27.7

13.7

20

19.3

8.5

28

21

April 2022

April 2023

0.4
April 2021

April 2022

April 2023

April 2021

Proportion of employees receiving a bonus
The total number of UK employees receiving a bonus in 2023
was 1,072.
Percentage of women receiving a bonus – all UK employees

7.9

8.9

91.1

6

Percentage of men receiving a bonus– all UK employees omen who received
W
a bonusWomen who did notreceive a bonus

91.1%
8.9%

92.1

 en who received
M
a bonusMen who did notreceive a bonus

92.1%
7.9%

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

GENDER DISTRIBUTION
Gender distribution of employees
at each pay quartile
Across both OINTL and our UK employee
base as a whole, women are more
represented in the lower pay quartiles.
As we focus our efforts on attracting
more women into specialist professional
disciplines, and into leadership roles,
we anticipate this balance shifting.
See pages 10 and 11 for more detailon the action we are taking.

Gender distribution of employees at each pay quartile (OINTL)

31.2

Lowest (lowest paid)

68.8
22.8

Lower middle

Upper middle

Upper (highest paid)

77.2
18.9
81.1
15.3
84.7

FemaleMale

Gender distribution of employees at each pay quartile (all UK)

25.4

Lowest (lowest paid)

74.6
27.1

Lower middle

Upper middle

Upper (highest paid)

7

72.9
20.9
79.1
19.6
80.4

FemaleMale

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ANALYSING OUR GENDER BALANCE AND PAY GAP

Why do we have a gender pay gap?
Science and technology companies have historically had predominantly
male workforces, and Oxford Instruments is no exception.

The lower proportion of women holding
specialist scientific and engineering
roles at Oxford Instruments, in common
with many similar companies, has led
to an imbalance in representation. We
have a disproportionately high numberof women in administrative roles, andmore men in more specialist roles which
tend to attract a higher salary. We aretaking action to attract more women into
technical and scientific roles, as set out
on page 11. Alongside this, our growing
recognition and development of ourcapabilities in professional disciplines
such as marketing, where women holda higher proportion of roles, is helping toredress imbalances in pay.
At OINTL, our mean pay gap has
decreased by 1.5% this year to 10.0%, andour median pay gap has also gone downfrom 15.4% to 10.4%. We are recruiting

8

more women into this part of thebusiness, particularly into professionalroles, which is helping to shift the balancein the right direction.
Among our wider UK employee base, at
8.5%, our mean hourly pay gap compares
favourably with that of our peers in theprofessional, scientific and technicalsector, where the gap is 16.0% andmanufacturing, where the gap is 11.2% .
However, this figure is slightly higher thanthe prior year (7.4%), and our ultimate goal
remains to eradicate the gap entirely.

a better gender balance in many of oursales teams, and we will seek to use ourlearnings from building these diverse andhigh-performing teams to achieve a morebalanced sales force in the UK.
We are determined to eradicate gender
pay gaps from Oxford Instruments
by shifting the gender balance of ourorganisation in senior and specialist roles
across all business units and regions.

Our analysis indicates that the increasein the gap relates in part to salescommissions paid to colleagues in someof our high-performing businesses. This
tips the balance more towards men, as
there are more men than women in sales
roles in the UK. Outside the UK, we havewww.oxinst.com

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Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ANALYSING OUR GENDER BALANCE AND PAY GAP continued“At Oxford Instruments we are dedicated to creating an inclusive
environment and a culture which values diversity.”“Inclusion is one of our four core values.
These shape our purpose-driven
approach and our commitment to making
a positive difference in the world.

to close the gender pay gap, promotefairness and equity, and create anenvironment where everyone can thriveand build a fulfilling career.

“I am proud to lead a team thatchallenges societal expectations, both
locally and globally. Our ambition is“I was really encouraged to learn, throughour recent engagement survey, that the
majority (four in five) of our employees

feel respected and valued regardlessof who they are and feel we are making
an effort to have a diverse mix of people
working here. Our score for the latter was
up five percentage points on last year,
so we are heading in a positive direction,and this will remain a top priority for us.”

Vicki Potter
CHRO

What is our gender balance?
Our overall UK workforce in the period
under review constituted 77% men
and 23% women (a positive shift from
78.5%/21.5% respectively last year, andone which keeps us on track to meet our2030 target of 30% of our employees
being women).
In the period between 1 April 2022 and
31 March 2023, 28% of new hires in the
UK were women, contributing to thepositive movement in our overall genderbalance. Almost half of the women
hired (46%) were recruited into technical,
production and sales roles, which havehistorically been male dominated.

9

OINTL % gender distribution
employees22

UK (%) gender distribution

23

78

Men
Women

78%
22%

77

Men
Women

77%
23%

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ANALYSING OUR GENDER BALANCE AND PAY GAP continued

Closing the gap
What are we doing to close the gap andachieve a more balanced workforce?

We are determined to address ourgender pay gap, and recognise that the
primary way we will do so is by recruiting
more women into specialist technicalroles and leadership roles, which attract
higher salaries. This will take time, but
we are making good progress towards
our ambitious mid-term target of 40% of
our senior leadership roles being held by
women by the end of 2025.
We are also committed to achieving abetter gender balance right across ourworkforce, to make it more reflective of
the world we operate in. Here, we aretargeting a 30% female employee baseby 2030. Globally, in April 2023, womenconstituted 26% of our employee base(up from 23% in 2020).

10

Our focus is on achieving a fully inclusive
and representative workforce, where
everyone feels valued and all employees
have the opportunity to develop theircareer to reach their full potential, rightacross our business units and the regions
where we operate.

Processes and policy
Through our business processes, weseek to ensure that everyone is treatedequitably, and we are continuing
to review our policies and benefits
packages, and update them, where
necessary, to ensure they are explicitly
inclusive by design. We recognise that
not everyone starts from the same place,and that sometimes additional action isneeded in order to ensure fair outcomes.

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Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ANALYSING OUR GENDER BALANCE AND PAY GAP continued
Processes and policy continued• Our pay review and performancecalibration processes are designed toensure equity.
• We operate a hybrid working policy,
which helps employees to betterbalance their work and personalcommitments. We offer flexibility in bothwhere and when we work, to enable
individuals to perform at their best,
working closely and collaboratively
with colleagues, and meeting theneeds of our customers and teams
around the world. This is a key area of
focus for us. One example of inclusivity
by design is our shift-working offering,
through which colleagues can choose
to work set shifts on a permanent
basis, rather than the more typicalshift rotation seen in manufacturing
environments. Our benefits offering
also seeks to be inclusive by design.
All employees have access to an
employee assistance programme with
free, confidential advice and support
with personal and family matters,
as well as workplace issues. Private
healthcare is offered to all employees,
together with the option to extend coverto their families. Further benefits include

11

life assurance, income protection
and the ability to purchase additional
annual leave and even extended
leave up to 12 weeks. We also have an
enhanced maternity offering, with thefirst 18 weeks of maternity leave paid atfull pay.
• We regularly conduct global employee
engagement surveys and feedback
sessions to find out more from ouremployees about their experiencesof working for Oxford Instruments,
which helps to inform updates to ourprocesses and policies.

STEM and wider educational outreach
Our focus on building a diverse workforce
does not begin at the point of hiring.
We believe we have a responsibility towork with children and young peoplein our local communities to show how
exciting and fulfilling careers in STEM
can be. Our sites run a range of outreachprogrammes including school visits,
work experience programmes andindustrial post-doctoral placements,
which allow students the opportunity togain meaningful industrial experience.
We have also created a suite of careers
videos for use in schools.

Recruitment
Our inclusive approach to recruitment
includes the use of technology toensure that the language used in job
advertisements is free from genderbias. We provide e-learning for hiring
managers, and carry out training on
interview and selection techniques.
In line with our commitment to building
a diverse workforce, we are targeting
100% balanced shortlists for recruitment(defined as including at least one
candidate from a group currently
underrepresented at Oxford Instruments).
In the reporting year, 84% of recruiters
achieved balanced shortlists.
As part of our work to attract a morediverse range of people into specialist
roles, we are working with Business in
the Community.

Developing talent
Recruiting more women is just one partof the story – we need to ensure that we
make Oxford Instruments a great place tostay and build a long-term career.
To that end, we offer a wide range oftraining and development opportunities,
ranging from comprehensive self-led andmanager-led learning on thousands ofsubject areas through LinkedIn Learning,
to bespoke leadership training. Half of thefirst cohort of our newly launched Oxford
Instruments Leadership programme were
women, demonstrating our commitment
to developing the next generation of
women leaders.
Throughout Oxford Instruments weactively seek out high-performing, highimpact women, offering mentoring andproactively identifying opportunities forpromotion and progression.
We also offer opportunities to pursue
external qualifications in parallel withpaid work, through apprenticeships anddegree placements.

Fostering inclusion
We are committed to being an inclusive
workplace, where everyone feels able tobe their authentic self at work.

In addition to marking awareness days
and months, we are also building a
network of employee-driven impact
groups focused on less represented
groups within our employee network. OI
and Proud, which represents our LGBT+
community, Together@OI, which focuses
on race and ethnicity, and a new groupfocusing on neurodiversity, are soon to bejoined by a group focusing on gender.
We are proud that 83% of respondents
to our recent engagement survey feelthat everyone is treated with respect atwork, whoever they are, while over threequarters believe we strive to have adiverse mix of people working at Oxford
Instruments – but we are conscious there
is still further to go, and no room
for complacency.

Through internal communications andevents, we seek to inform, support andcelebrate diversity at key moments
such as awareness days and months,
including International Women’sDay 2023, when women in STEM
leadership coach Tiffany Dawson gave
a well-attended presentation, open tocolleagues of all levels, on levelling up
leadership potential.

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ANALYSING OUR GENDER BALANCE AND PAY GAP continued
CASE STUDY

Inaugural STEM Festhighlights career opportunities
This year we worked with Science Oxford and the Oxford Trust to organisea STEM Fest, aimed at igniting curiosity and a passion for STEM in the next
generation, by providing an opportunity for 13+ year olds to engage with
science through an interactive zone and talks from a broad and diverse
list of speakers. The event was moderated by BBC presenter Ayo Sokale,
who has a wealth of experience as a spokesperson for STEM, championing
neurodiversity and sustainability awareness, and a background in industry
as a Chartered Civil Engineer for the Environment Agency.
Stephanie Forrest, Marketing Director at Oxford Instruments
NanoScience, who led the organisation of the event, said, “Being
passionate about the work that you do is fundamental, especially when
you spend so much of your time working.
“We are fortunate in Oxfordshire to have access to a wide range ofcompanies doing some incredible science. The passion and love oflearning came across from all our speakers who represented thediverse mix of people working in this sector.
“To witness the curiosity and genuine interest of the 75 attendees,
nearly half female, made this project one of my personal highlights of
the year.”12

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

MEET SOME OF OXFORD INSTRUMENTS’ BRILLIANT WOMEN

Katy Brizell

General Counsel, Oxford Instruments plc
Katy joined Oxford Instruments in 2013 after qualifying
and practising at a law firm in London. Since then, she
has risen through the ranks to become the group’s
General Counsel, a senior leadership role which sees
her providing strategic legal counsel to the Board, theManagement Board, and colleagues around the world.
“I studied Human Sciences BSc at
University College London. Afteruniversity I was interested in law, anddiscovered it was possible to specialisein life science law. I trained and qualified
at a law firm which provided a fullrange of legal advice dedicated to life
science clients. A secondment to a global
pharmaceutical company sparked myinterest in working in-house. I reallyenjoyed the fact that you can see a
process through from end to end, andaddress lots of areas of law rather thandeveloping a deep specialism.
“So a couple of years after qualifying, I
joined Oxford Instruments, attracted by its
reputation for innovation. My career has
progressed over the years as the Legalteam has grown.

13“I love the variety and international natureof my role. I can go from advising on dataprotection compliance matters to working
on a corporate transaction to handling
employment issues, all in the space ofa day.
“I’ve always been fortunate to haveextremely supportive managers at Oxford
Instruments, and I’ve had two spells ofmaternity leave while progressing mycareer. I don’t think I’d have progressed so
rapidly without that supportive environment.
“I’m keen to offer others in my team theopportunities I’ve had. There are so manyroutes into law nowadays that it’s mucheasier to make a transition from otherprofessions. It’s really rewarding to see
talented young people being recognised
for the skills that they bring.”
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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

MEET SOME OF OXFORD INSTRUMENTS’ BRILLIANT WOMEN continued

Jayne Wells

International Finance Manager, Oxford Instruments NanoAnalysis
Jayne joined Oxford Instruments in 2022 as the International FinanceManager working across a number of business units and managing
the financial processes, analysis and reporting of some £200 million
worth of annual orders and revenue. She was excited to make themove into a more commercial financial role where she is enjoying thechallenge of providing data and insight to business unit leaders that
could help shape the future of the business.
“I initially joined Oxford Instruments
because of the breadth of the role, but I
have been so impressed with all the otheropportunities here. The learning anddevelopment culture is a highlight andshortly after joining the company I wasreally pleased to be invited to participate
in the OI Leadership Programme. It’sa nine-month programme aimed atrecognising future leaders and providing
people managers with essential skills tolead their teams effectively. I learnt somuch and it was also a fantastic way tomeet colleagues from different parts ofthe business and across the world.

14“I’ve also been lucky enough to takeadvantage of the Volunteering Time
Off programme, which encourages allcolleagues to volunteer on two days ayear, to spend time at the Royal Berkshire
Hospital with Crohn’s and Colitis UK.
“Joining a mainly female team has
been an unexpected highlight, and I’mpleased that here at Oxford Instruments
we’re challenging the norm of the maledominated finance sector. It’s a greatplace to work.”

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

MEET SOME OF OXFORD INSTRUMENTS’ BRILLIANT WOMEN continued

Beth Morrison and Georgia Patton
Mechatronics Apprentices, Oxford Instruments Andor

Beth Morrison and Georgia Patton joined Oxford Instruments, at
our Belfast site, as Mechatronics Apprentices in September 2022.
Beth (pictured far right) told us about
her journey, “After school I completed
a Level 3 National Extended Diploma
in Electronics. While wondering what
my next steps could be, I went to acareers fair where I met a current Oxford
Instruments apprentice. It helped me
find out exactly what an apprenticeshipwould entail.
“From day one I’ve felt welcome. I’mtreated the same as all other staff andI’ve never felt like ‘just an apprentice’. I
enjoy working and going to college one
day per week and being paid for it.
“The main piece of advice that I’d give tosomeone considering an apprenticeshipis, don’t hold back.
“Knowing how important that firstmeeting at the careers fair was for me,
I’ve been really pleased to be given theopportunity to share my experiences withlocal school children and be involved inpromotional videos used for recruitment.”

Georgia (pictured right) shared herexperience, “I have always had a keeninterest in all things engineering, as my dad
is an engineer. University was never my first
choice as I prefer to learn on the job.
“I’ve felt at home at Oxford Instruments
since my first day. I find the work verystimulating, there is always plenty to do,
and it feels very rewarding at the end of
the day knowing I’ve done a good job andcontributed to the company’s success in asmall way.
“Since joining Oxford Instruments I’ve met
so many different people from different
backgrounds and cultures which has been
so interesting.
“Studying and working seemed a bit
overwhelming at the start, but mycolleagues here have all encouraged me
and it’s got so much easier. I’m pleased that
I chose to be an apprentice. I’ve been sowell supported, already learned so muchand I’m gaining new experience every day.”
Georgia Patton (left) and Beth Morrison (right)
are both based at our Andor site in Belfast

15

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

ETHNICITY PAY GAP 2023

Doing the right thing
This is our first year of reporting on our ethnicity pay gap. We aredoing so voluntarily, because we believe it is the right thing to do, andbecause we now have sufficient data to be able to report with clarity.
All colleagues have been invited toself-report their ethnicity; 95% of ourUK employees have now done so. We
continue to encourage disclosure, tosupport our understanding and inform
our actions.
The data shows that in April 2023, 10% of
the 1,166 colleagues working for Oxford
Instruments in the UK identified as being
part of an ethnic minority group. Across
our UK operations our aim is for ourworkforce to be representative of thecommunities in which we operate.

in ethnic minorities (1.4% and 1.7%
respectively). In this cohort, peoplein ethnic minority groups were lessrepresented than their peers in thelowest paid quartile, while a slightly
higher proportion of ethnically diverse
people were in the highest paid quartile.
We are committed to ensuring equity ofopportunity and remuneration. We aim
to evolve our ethnicity pay gap reporting
so that we can provide narrative
commentary in future years, including
a comparison with prior year, to track
our performance.

Our data records that both mean
and median pay across our entire UK
workforce are slightly higher for those16

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Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Ethnicity pay gap data

Celebrating brilliance

Our Board

ETHNICITY PAY GAP 2023 continued
At every stage in a colleague’s careerwith us (and in our STEM outreach withschools and colleges) we take steps tofoster an inclusive atmosphere and toensure equity of opportunity.
We are signatories of Business in theCommunity’s Race at Work charter
which includes commitments to zerotolerance of harassment and bullying, tocapturing ethnicity data and publicisingprogress, to taking action to support
Black, Asian, Mixed Race and otherethnically diverse career progression,and to recognition that equity, diversity
and inclusion is the responsibility of allleaders and managers.

As set out in ‘Board-level representation’on page 18, we have met therecommendation of the Parker Review
to have at least one director froman ethnic minority. We recognise,
however, that equal access to board
positions must be matched by action
at all levels. In the coming year, we
will set and report against a target forethnic minority representation at senior
management level, in line with theParker Review’s recent guidance, whichcalls for FTSE 350 companies to set
their own targets for December 2027.

Ethnic diversity of UK employees (%)

Bonus data – ethnicity

5
10

93

90

 thnically diverse colleagues
E
who received a bonus
9085

 ot in an ethnic minority 85%NEthnically diverse
10%
Not provided
10%

 olleagues not in anCethnic minority who
received a bonus`93

Ethnic diversity of UK employees at each pay quartile (%)

Lowest (lowest paid)

Lower middle

19
27
30.1
23.2

Upper middle

24.7
26

Upper (highest paid)

26.1
24.7

Ethnically diverse
Not in an ethnic minority

17

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Oxford Instruments
Gender and Ethnicity Pay Gap Report 2023

Introduction

Gender pay gap data

Analysis

Celebrating brilliance

Ethnicity pay gap data

Our Board

OUR BOARD

Board-level representation
Our Board recognises that diversity, in its broadest sense, encompassing gender,
religion, ethnicity and age, alongside other factors such as personality andbackground, is a crucial element in creating an effective and successful organisation.
In particular, the Board’s members
consider issues of gender and ethnic
diversity when determining board
composition and are committed
to sustaining female and ethnic
representation as a matter of priority.
We have met the target set in the Parker
Review to have at least one Board
member from an ethnic minority by 2024,
and significant progress has also been
made on female representation in recent
years, with women holding half of theeight Board positions as of January 2024.
This goes beyond the target set out in
the FTSE Women Leaders Review, whichcalls for 40% female representation on
boards by the end of 2025.

18

In addition to ensuring that women are
represented on our Board, we strive fora meaningful gender balance in the
Board’s activities. Our Senior Independent
Director is female, and two of ourcommittee chair roles are currently held
by women.
When recruiting new Board directors,
the Nomination Committee will only
engage search firms who have signed
up to the Voluntary Code of Conduct
for Executive Search Firms on gender
diversity and best practice, in line with
the FRC Guidance on Board Effectivenessrecommendation to work withrecruitment consultants who have madea commitment to promote diversity.

The members of our Board are:Neil Carson, Chair
Richard Tyson, CEO
Gavin Hill, CFO
Alison Wood,
Senior Independent Director
Hannah Nichols,
Non-Executive Director
Reshma Ramachandran,
Non-Executive Director
Sir Nigel Sheinwald,
Non-Executive Director
Mary Waldner,
Non-Executive Director

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