Investors
Gender pay gap report
When we published our first gender pay gap results in April 2018, we set out a range of actions aimed at achieving greater gender balance at all levels of our organisation. Over the two years since, we have implemented a new family leave policy which brings enhanced provisions for both men and women, complementing our flexible working policy. We have continued to focus on achieving our recruitment target of having at least one female candidate on every shortlist for senior leadership vacancies. We have embedded our new performance management approach – Performance with Purpose – and a scientific approach to measuring potential with the aim of reducing unconscious and subjective bias in the development of our people plans.
We believe that the actions we have taken to date will make a positive measurable difference over the longer term. Still, we are determined to accelerate that change. Set out below are a new set of initiatives aimed at closing our gender pay gap, faster.
Leadership
Reward
Talent Acquisition
Training and Development
To continue to drive awareness and desire to make a difference to gender equality, we will also:
Our gender pay gap is driven by too few women at senior job levels across our business. Ultimately, changing this imbalance will not be immediate but we believe that the initiatives we have implemented so far, and the new actions we have committed to this year, will stimulate measurable and sustainable change over the long term.
To access Abcam’s full 2020 Gender Pay Gap Report please click here.