Salmon (now trading as Wunderman Thompson Commerce) operates a culture based on openness and inclusiveness, one where employees are valued on equal merit, regardless of gender, ethnicity, age, religion, sexual orientation or disability.

WHAT IS THE GENDER PAY GAP?

Gender Pay Gap reporting is now a UK regulatory requirement for all companies with over 250 employees. The first wave of reports from over 9,000 companies must be published no later than 4th April 2018, based on data as at 5th April 2017.

The Gender Pay Gap regulatory reporting provides details of the gender and remuneration distribution across an organisation. The figure measures the difference between the average earnings of all male and female employees, irrespective of their role or seniority within the organisation.

HOW IS THE GENDER PAY GAP DIFFERENT FROM EQUAL PAY?

The Gender Pay Gap looks at the mean and median pay regardless of the roles performed. As different jobs pay different salaries and the number of men and women performing these jobs varies, a marginal gender pay gap will almost always exist.

This is different from Equal Pay, which is the difference in pay between men and women who carry out the same or similar jobs. The statistics contained in this report do not represent Equal Pay status.

RESULTS

As a company with a high proportion of specialised technical roles, we naturally encounter more challenges in recruiting. Salmon employs more men than women, and with fewer women in more senior roles, this results in a gender pay gap, as reflected in our gender pay data for 2018.

The Gender Pay Gap regulatory reporting provides details of the gender and remuneration distribution across our organization. The figure measures the difference between the average earnings of all male and female employees, irrespective of their role or seniority within the organization.

As we embark on new initiatives based on increasing diversity in the workplace, our focus for 2019 is to put plans in place to increase the total number of women employed in technical roles through best practice recruitment and training. We will also focus on implementing succession planning, providing opportunities for career development and promotion of women into senior management and leadership roles.

Our 2018 results are as follows:

In line with the wider industry, we recognise more needs to be done to attract more women into technical roles and our company. Salmon’s graduate programme comprises 43% women, and we are also implementing an apprenticeship programme to train and create a more gender-balanced talent pipeline. Both initiatives will have structured development programmes and succession planning to ensure we are supporting more women into senior roles.

Other planned initiatives include:

  • Creation of a diversity focus group to discuss and put in place plans for raising awareness on diversity across the company.
  • Following the above, put together a steering committee to drive through these changes in line with gender pay gap and overall diversity.
  • Implement a succession strategy focused on enhancing the careers of women within our business through effective coaching and leadership development.
  • Continuous review of our recruitment advertising and job descriptions to ensure we are not creating barriers to gender diversity.
  • Increasing the visibility and voices of women across the organisation.

Gender Pay Gap Statement

We confirm that the information in this report is accurate and prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Sue Flower, Director of HR and Talent

Read the Gender Pay Gap report of our parent company, WPP

Our 2017 Gender Pay Gap Results