Givaudan UK
Gender pay gap report
MARCH 2019

About the gender pay gap report

Gender Pay Gap Regulations came into force inthe UK in April 2017. The regulations require allprivate and voluntary-sector employers with250 or more employees to publish data on theirgender pay gap annually by April.
This report compares the overall company
average pay and bonuses for men to the overall
company average pay and bonuses for women.
In the UK in general it reflects that women are
more likely than men to be in low paid or parttime roles. And women are also less likely to be insenior leadership roles that pay more. It does notmean people are not being paid equally and fairly
for doing the same job.
While it is typical in general in the UK that men
are better represented in higher paid roles, it does
not make it right. Givaudan is committed to doing
all it can to promote women into more senior andhigher paid roles in order to redress the balance.
Reporting on and recognising our own positionon the gender pay gap is one step to help inthat direction.
Comments and questions can be sent toglobal.hrcommunications@givaudan.com

At Givaudan, we embrace a balanced workforce
throughout our organisation and are fullycommitted to increasing inclusiveness anddiversity in our workforce.
Our Diversity Position Statement outlines our commitment to ensuring a representative
workforce that reflects the diverse communities in which we operate. We aim to increase
the representation of high growth market nationalities and women in managerial positions,and we produce analytics to track progress in this regard.
Our Principles of Conduct, approved by the Board of Directors in 2016, state: “It is Givaudan’s
policy to recruit, employ and promote employees on the sole basis of the qualifications andabilities needed for the work to be performed without regard to race, age, gender, national
origin or any other non-relevant category.”
With our commitment to an empowered workforce comes our commitment that all
employees are paid at least – and in most cases well above – the minimium salary stipulated
by law or collective agreements.
A robust process and a continuously updated rewards strategy for employees are in place
to ensure our compensation o­ffering is competitive and enables us to attract, retain andmotivate qualified employees. This process includes all markets where we operate, all job
functions and all levels. We achieve this by conducting annual (and in some cases bi-annual)benchmarking studies.
Salaries are reviewed by taking into account various macroeconomic data (including costof living) and market evolution. In developing markets and high-inflation environments,
we may review compensation more frequently. We also have a profit sharing scheme whichallows our non-management employees globally to share in Company profits.
These elements are also reviewed at the senior management level each year.

Pay and bonus gap
Difference between women and men
mean

mediangender pay gap

33%

27%

bonus gender pay gap

82%

0%

This data shows the average differences between
the pay and bonus pay of women and men across
our whole population.
This reflects the fact that Givaudan UK has asignificantly higher number of men than women
represented in more senior and therefore higher
paid roles on its payroll (and higher number ofwomen in partime roles) - rather than indicatingthat we do not pay women fairly for the roles
that they do.
The median bonus gender pay gap is 0% because
the majority of employees regardless of gender
receive the same bonus based on our profit
sharing scheme.

How we manage these issues?
- Equal pay is part of our compensation
philosophy. To support this, there are tools inplace to review salaries in a fair andequitable way.
- Continue the e­ffective practices we have inplace to foster and encourage diversity in our
teams and ways of working across the world- Increase the number of women in our seniorleadership positionsGivaudan is committed to evolve the balanceof nationalities and genders in Givaudan’s
management teams over time and look forsteady, sustainable change.

Proportion of Givaudan UK employees receiving a bonus in 2017
women

93%

men94%

This data shows that Givaudan pays bonuses
equally to employees regardless of gender.
The reason these figures are not 100% and thatthey will often be different between men andwomen is due to:- the timing of bonus payments madeduring the year;- a small number of ineligible employees eachyear on the reporting date, for example due totheir start date that year.

Givaudan’s pay for performance culture willcontinue to be reflected in its bonus pay practice
regardless of gender.

Gender distribution across our pay quartiles
low

low-mid

high-midhighmen

13%

54%

47%

65%

women

87%

46%

53%

35%

This data shows the distribution of men andwomen at Givaudan UK across four equally sizedpay quartiles.
This again reflects the fact that women are
represented more than men in lower paid roles
and men more than women in senior higher
paid roles.

We are confident that men and women arepaid equally for doing similar jobs across theorganisation - if we find instances where this is
not the case we will act to correct this.
We will continue to act to ensure that in thefuture women are better represented in moresenior higher paid roles.