At Cyient, we strive to create a fulfilling, inclusive and diverse workplace, with equality and fairness at the center of our values, policies and day-to-day practices. We aim to ensure that women have equal opportunities to achieve career progression within the organization as men. In keeping with our own goals for gender equality, Cyient welcomes the legislation introduced by the UK government, requiring companies with 250 or more employees to report their gender pay gap by April 5, 2018. Cyient’s leadership team believes that increasing transparency is a key step toward closing the gender pay gap.
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Based on our reward practices in the UK, which include a gender pay audit, we are confident that our pay gap is not the result of a systemic equal pay issue. We have conducted extensive research and analysis to better understand the causes of our pay gap, and we will proactively communicate any initiatives we undertake to tackle it. Our median gender pay gap is 20.8% while our mean gender pay gap is 25.1%. This is mainly driven by the irregular distribution of women and men across roles and the organization as a whole.
Like other employers within the engineering sector, we have a greater number of technical roles, such as engineering, project management and technical support, which represent a significant portion of our UK workforce. We analyzed our reportable UK pay from lowest to highest; then we arranged the pay into four equal sub-populations, including upper quartile, upper middle quartile, lower middle quartile and lower quartile, to show how the distribution of women and men varies across each pay group. Our female population is situated in the lower pay quartile, while our highest pay quartile is heavily male-dominated, and we are actively working to ensure a more effective gender balance moving forward.
"As an organization we prize diversity and recognize that many of the actions we need to take to address the gap are not directly about pay, but ensuring we continue to build an inclusive culture through our diverse business segments. To that end have taken positive steps to create an environment where talent, irrespective of gender, race, nationality, age, sexuality or physical ability can flourish and where we invest in our people though structured development programs, recognize and reward performance through merit-based approaches, and create leaders of the future through transparent succession planning processes. Our commitment to creating a truly diverse and inclusive business in the UK will lead us to the path of eliminating pay gaps."
“As an organization we prize diversity and recognize that many of the actions we need to take to address the gap are not directly about pay, but ensuring we continue to build an inclusive culture through our diverse business segments. To that end have taken positive steps to create an environment where talent, irrespective of gender, race, nationality, age, sexuality or physical ability can flourish and where we invest in our people though structured development programs, recognize and reward performance through merit-based approaches, and create leaders of the future through transparent succession planning processes. Our commitment to creating a truly diverse and inclusive business in the UK will lead us to the path of eliminating pay gaps.”
