epiGenesys ensures that men and women are paid equally for equal roles. However, like much of the UK's IT industry, we employ more men than women. In particular, all of our most senior roles are currently held by men. These roles are accompanied by the highest salaries, which results in our gender pay gap.

epiGenesys recognises the value of a diverse team, and diversity of gender is a characteristic we consider to be important. We are committed to taking actions that ensure women are employed at all levels of the organisation. Our gender pay gap is one metric that we use to measure our progress.

Our gender pay gap information is also published via the UK Government's gender pay gap service.

Actions

Objective Recruitment

Our recruitment decisions are determined by a mixed gender group to avoid unconscious bias. We also take steps to ensure our interview process is accessible to all.

Equal Pay

We ensure our staff are paid fairly for their role regardless of gender. We also compare roles to ensure those typically held by one gender are paid appropriately.

Flexible Hours

We support our staff in adopting different working patterns. We recognise the importance of fitting work around family commitments regardless of gender.

Awareness Raising

Our staff are encouraged to openly debate topics such as gender bias. We also ensure these issues are discussed in our teaching activities.

Statistics

2018 2017
Gender of employees: Men: 78.6%
Women: 21.4%
Men: 90.0%
Women: 10.0%
Mean gap in hourly pay (as a percentage of men's pay): 13.3% 7.9%
Median gap in hourly pay (as a percentage of men's pay): 10.3% 3.2%
Gender of employees in upper hourly pay quartile: Men: 100.0%
Women: 0.0%
Men: 100.0%
Women: 0.0%
Gender of employees in upper middle hourly pay quartile: Men: 75.0%
Women: 25.0%
Men: 100.0%
Women: 0.0%
Gender of employees in lower middle hourly pay quartile: Men: 66.7%
Women: 33.3%
Men: 50.0%
Women: 50.0%
Gender of employees in lower hourly pay quartile: Men: 75.0%
Women: 25.0%
Men: 100.0%
Women: 0.0%
Percentage of men who were paid a bonus: 0.0% 0.0%
Percentage of women who were paid a bonus: 0.0% 0.0%