26th January 2018
Leading creative healthcare agency group, Havas Lynx, has welcomed new Government legislation requiring companies with more than 250 employees to publish Gender Pay Gap (GPG) reports.
The award-winning healthcare communications agency has today published its first GPG report a full three months ahead of the April deadline. GPG is calculated on the difference between the mean and median hourly rate that men and women receive, as well as data surrounding bonus figures.
The agency, which offers flexible hours for everyone, and a supported return to work programme for those returning from maternity, adoption or shared parental leave is committed to broadening diversity and inclusion at all levels. Alongside a range of initiatives, Havas Lynx CEO, Dave Hunt, has pledged 100% commitment to seeing female faces on to the board of directors within two years:
“We hire and promote talent based on the value individuals bring to the company, therefore there is absolutely potential for the gender balance of the Senior Leadership Team to change in the near future.
“We welcome the new legislation and are proud to publish our GPG results ahead of the April deadline. We’re committed to transparency, equality and diversity, which is why we continue to invest heavily in our people at all levels of the business.
“Regardless of gender, we place a huge emphasis on employee wellbeing, offering wellness activities during work hours, as well as industry leading learning and development opportunities, which attract and retain the best talent”.
The report shows a median pay gap of 9% in favour of its male employees, however this figure is directly attributable to the agency’s current male-dominated senior management team. As testament to their commitment of diverse leadership, sitting below the board of directors is an even balance of men and women in senior positions, and pay structures which fairly reflect an individual’s contribution to the business.
Bonus information demonstrates that during the last financial year, its female employees were awarded around 12% more than their male colleagues, due to a higher number of women in bonus rather than overtime eligible roles. When considering only bonus eligible employees, figures show there is again a negligible pay gap.