News

Gender Pay Report 2018

Gender Pay measures gender diversity across an organisation and the gender balance at the different levels of an organisation. This is not the same as equal pay, which is the legal requirement for people carrying out the same or similar work to be paid equally, regardless of gender and which has been law in the UK since 1970 through the Equal Pay Act.

A gender pay gap is a consequence of a whole host of factors, some of which an organisation can influence – the hiring and promotion of staff, the flexibility of working hours offered - and some which it cannot – such as wider societal factors.

At Mindshare we are fully committed to closing the Gender Pay Gap through a range of initiatives [see below] that both develop and support female talent into senior roles.

How You Calculate the Gender Pay Gap

The Gender Pay Gap is the difference in average hourly pay between men and women. This calculation includes all salaries at all levels.

Two separate calculations are used:

The Mean: The mean is calculated by adding up the hourly pay for every employee of each gender and then dividing by the number of that gender. This is what most people would refer to as the ‘average’.

The Median: The median is calculated by lining up all the hourly pay for every employee of each gender in numerical order and finding the middle number in that line for each gender.

Each approach is likely to result in a different number, which is why the Mean and the Median Gender Pay Gap % will likely not be the same.

Quartiles: Quartile reporting divides pay into four equal pay bands (quartiles) for all employees. This shows the gender balance by quartile across an organisation.

How You Report

This is our second year of reporting and we recognise that the initiatives we are putting in place will take time to show progress and close our gender pay gap.

Our official figures include both UK based employees for Mindshare and UK based employees in GroupM Global and GroupM EMEA Regional Management that fall within our legal entity.

We have reported these separately below for full transparency.

Results

For this section we are discussing only figures for UK based employees for Mindshare.

Our quartile analysis continues to show an imbalance between males and females, especially in the fourth (upper) quartile. However, despite a decrease in women in the first quartile, there has been an increase in second, third and fourth quartiles which shows more women are being promoted into higher level positions.

As a result, our Mean Gender Pay Gap has reduced by 2.61%. However, our Median Pay Gap has seen an increase of 0.68%.

The Median Gender Pay gap has increased because whilst progression for women can be seen in our quartile movement, we have still hired more women than men overall (71.7% of our headcount increase has been female). So with a higher number of women in the bottom quartiles it has lowered our Median.

Our Bonus Gender pay gap follows a similar trend, with a decrease in the Mean but an increase in the Median.

This is because rewards for fixed events - such as Christmas voucher, having a baby or getting married - are required to be included in our bonus gap figure. Once we remove these then this reduces our median bonus gap to 9%.

There has been encouraging progress this year and we will continue to focus on working to close the Gender Pay Gap through the below initiatives.

Initiatives

Flexible working: We know that flexible working benefits many employees. We already offer flexible working programmes for those wanting to amend or reduce their hours (for example a ‘work from home day’ policy) and we are building on this by encouraging working from home and training our managers to support this initiative.

Shared Parental Policies: Alongside flexible working, and our enhanced maternity and paternity policies, we also operate shared parental policies. Our internal research demonstrates that males are reluctant to work part-time or take longer periods of family leave and we want to champion that everyone can and should take it. Last year we increased our enhanced maternity and paternity pay and enhanced our shared parental pay so that it mirrors our maternity policy. We will promote and encourage the uptake of this in all our workforce.

Equal Opportunity Promotions: We are implementing a formal promotion process giving everyone equal opportunity to apply for all roles – meaning every single role will be advertised internally and candidates assessed equally for each level.

Unconscious Bias: We offer unconscious bias training to all our staff and our manager training programmes contain unconscious bias training for anyone who is account director level or above. This training is designed to give people awareness of any unconscious bias, for example that time worked is equal to productivity, so that it can be corrected when it occurs and we can make better decisions.

Female Leadership Programmes: In 2015, WPP launched Stella, a senior leadership and networking group in the UK that aims to help develop and accelerate the careers of our current and future female leaders, tackle barriers to progression and spread best practice. In 2017 WPP began rolling out Walk the Talk, an intensive coaching programme to empower female senior leaders and stand-out talent to take the steps they need to thrive in their careers. WPP also runs X Factor - a mentoring and development programme for WPP’s senior women led by Charlotte Beers, the former global CEO of Ogilvy & Mather, chairman of J. Walter Thompson and US Under Secretary of State and Mindshare has partnered with Charlotte Beers to launch a similar initiative called Community X that has similar aims and crosses the client / agency relationship.

Back In The Game: Back in the Game is a programme which supports men and women’s returning after an extended period off work, whatever the circumstances.  It has been designed to give employees support whilst off and, on their return, providing them with confidence and a support network.

Tables

Gender Pay Gap:

Mindshare + UK Based GroupM Global & EMEA Regional Management

Mindshare Excluding UK Based GroupM Global & EMEA Regional Management

 Mean 

 23.68%

 20.79%

 Median 

 17.73%

 19.78%

Bonus Gender Pay Gap:

Mindshare + UK Based GroupM Global EMEA Regional Management

 Mindshare Excluding UK Based GroupM Global EMEA Regional Management

 Mean

 66.63%

 57.69%

 Median 

 86.96%

 57.14%


% of Staff Receiving Bonus:

Mindshare + UK Based GroupM Global EMEA Regional Management

Mindshare Excluding UK Based GroupM Global EMEA Regional Management

 Male

 86.71%

 88.86%

 Female 

 89.38%

 89.44%

Quartile Analysis

 Quartile

 % Male 

 % Female 

 1st Quartile

 42%

 58%

 2nd Quartile 

 39%

 61%

 3rd Quartile

 42%

 58%

 4th Quartile

 62%

 38%

Declaration