Collinson Gender Pay Gap 2018
Introduction
Collinson is a company committed to compliance with the word and spirit of the relevant employment legislation.
The requirement of gender pay gap reporting comes at a time when we have significantly increased our focus on thetopic of diversity and inclusion. We see the reporting as a positive opportunity to ensure we are making a difference
where it is most required.
Our obligations to report under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, haveenhanced our internal analysis of average pay in the business and is helping us to shape plans to ensure for furtherenhancements.
Equal pay looks at the pay differences between men and woman who carry out the same jobs, similar jobs or work ofequal value. We strive to achieve equal pay for equal work regardless of gender.
The gender pay gap report shows the differences in the average pay between men and women, regardless of therole they are undertaking, for all full and part-time UK based employees, excluding contractors. This snapshot in time
was taken on the 5 April 2018. On this day, Collinson employed 52% male employees and 48% female.
We can confirm from the 2018 figures that women’s pay based on the mean is 28.3% lower than men’s pay for all UK
based employees of Collinson. This is 1.9% worse than reported in the previous year.

The gender diversity mix at Collinson

Why do we have a gender pay gap at Collinson?
There are two main drivers behind Collinson’s gender pay gap – the number of women occupying senior roles and a
reliance on professions that are typically male dominated.
68% of our UK workforce operate within the lower two levels (competency level 1 & 2) within our businessstructure with 52% of these people being female.

28% of our workforce operate at the mid-levels (competency level 3 & 4) within our business structure with
41% of these being female.

4% of our workforce occupy senior leadership roles (competency level 5 and the Board) within our businessstructure with 14% of these being female.
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Collinson Gender Pay Gap 2018

Market conditions dictate that technology roles have a tendency to demand higher salaries when comparedto many other professions within Collinson. Those occupying technology roles represent 18% of ourworkforce, and of these 80% are male. Our main offices in the UK are based in London and West Sussex andaccording to Linkedin Talent Insights, 69% of the Technology talent pool in London are men and 65% aremen in West Sussex. It is clear to us that Collinson has an opportunity to attract more female talent in thiscompetitive area.

Detailed analysis revealed:Where people are occupying roles that are of a similar nature, there are some instances where the rate ofpay has not been equal, and is in need of addressing.

We discovered inconsistencies with some competency levels that had been applied incorrectly. Not all ofthese impacted our Gender Pay Gap, but this represented an opportunity to correct.

There is an opportunity to understand and overcome challenges that may be preventing women fromsecuring more senior roles.

We recognised that there was a potential for bias during the recruitment process.

The work that has been driven since the 2017 report
Diversity, equality and Inclusion are extremely important to Collinson and represent a key enabler for our businesssuccess. We have used our analysis to drive specific actions centred around making a positive difference. We haveapproached this in a number of ways:
Our Chair from the global Women in Collinson network has been involved extensively in the analysis andreview of our Gender Pay Gap data to ensure full transparency.

We introduced gender neutral advertising within our Talent Acquisition function.

We introduced a framework for recruiting, to include a better gender diverse mix through the interviewing
process in order to remove the potential for bias. We rolled out a pilot for bias training and interview skills
for hiring managers and this will be compulsory training for all hiring managers from June 2019.

External research suggests that job adverts written by women are more likely to appeal to women by thenature in which they are crafted. Collinson has been piloting this approach to help increase our ability toattract more senior level female talent.

We have been strengthening our employer brand to ensure it has broader appeal to a diverse range oftalent. We increased focus on supporting existing networks such as Women in Collinson, Link LGBTQ+ andtransforming our business through the delivery of a stronger employee value proposition.

People & Culture Business Partners are playing a more influential role before roles go out to hire to ensure
we are hiring within range of existing talent doing similar roles across the company. Where market rateincreases on specific low supply, high demand roles are inflating, we are protecting our risk of losing existing
talent by applying potential increases in line with this in some areas.



We continue to define our talent pool of high performing, high potential people and establishing succession
plans that enable a diverse range of talent to grow into more senior roles.

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Collinson Gender Pay Gap 2018


We assessed like for like roles during the salary review and bonus payout period and made appropriate
remedial action to address in-balance.

Reviewed job families and job titles to make adjustments where appropriate.

We have designed a mentoring programme to support their expedited growth of a diverse range of talent
into more senior roles, to be launched by mid-2019.

Introduced a Millennial Committee that maintains a greater mix of female to male representation in orderto drive insights and decision making related to our people & culture, along with ensuring a strong diversity
mix beyond gender. This will encompass key discussions relating to the growth of our talent mix at variouslevels.

Mean and median gender pay gap
The mean gender pay gap is the difference in average hourly rates of pay that male and female employees receive.

Lower

Lower

(Mean)(Median)

28.3%

34.9%

Mean gender pay gap by pay quartiles
This is the percentage of male and female employees in four quartile pay gaps bands (dividing our workforce into
four equal parts).
Top quartile

Upper middle
quartile

Lower middle
quartile

Lower quartile

Women

30%

39%

57%

64%

Men

70%

61%

43%

36%

Mean and median gender bonus gap
The mean gender bonus gap is the difference in average bonus pay that male and female employees receive.
The median gender bonus gap shows the difference in the midpoints of the ranges of bonus pay received by menand women.
LowerLower(Mean)(Median)

50.7%

19.6%

Collinson Gender Pay Gap Report 20183Collinson Gender Pay Gap 2018

Bonus pay
This is the percentage of men and women who received bonus pay in the 12 months leading up the snapshot dateof 5 April 2018.
47% of men

33% of women

These results are driven by a higher % of females in lower level roles generally we do not attract a contracted bonus.

Declaration
We have published the results on our own website and GOV.UKBertie Tonks, Global Director of People & Culture

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