Gender Pay Gap Report - Phoenix Software

Calculations: Further Information

A total of 264 employees were included in the 2021 calculations. Of these, 175 are male and 89 are female.

The pay gap calculations are based on data taken on the ‘snapshot date’ of 5 April 2021. The bonus calculations are based on bonuses paid within the period 6 April 2020 to 5 April 2021.

Lower Quartile

Lower Middle Quartile

Upper Middle Quartile

Upper Quartile

Action plan for the next year

We regularly review the ways to reduce and close our pay gaps and as part of the review we:

Provide a narrative and action plan to explain their figures and set realistic goals for improvement, reporting on the plan’s progress in subsequent reports
Attract women into Sales and Technical roles, whether through internal promotions or external recruitment
Continue utilising our Women in Technology (WIT) Network membership
Support our internal network for Diversity & Inclusion for further inspiration
Train managers on Unconscious Bias as part of an ongoing training plan in line with the Phoenix company values
Train all managers as part of the Best of the Best leadership training program to manage people effectively, including the importance of leading by example, proactively tackling of conflict or inappropriate behaviour and taking formal disciplinary action
We actively look at every stage of the employee lifecycle to ensure that people management practices are fair and inclusive
Look for any ‘cliff-edge’ points in careers when women tend to leave the organisation

Wherever possible, advertise jobs as flexible using the tagline “Happy to talk about flexible working”
Continue to improve workplace flexibility for men and women by designing more flexible jobs and training line managers to manage flexible workers
Encourage greater take-up of paternity leave and shared parental leave; create a culture where people feel comfortable and confident to request paternity leave and shared parental leave
Ensure women are represented on all of our visual assets and marketing collateral that we produce as a business
Promote (internally and externally) the benefits of flexible working, and part time roles to attract more fathers who are looking to take a more active role in parenthood
Our female Managing Director will continue to be an ambassador to promote female progression in the IT industry – 66% female board to Phoenix
Recently introduced an enhanced maternity and paternity pay package.

Declaration

We confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Regulations 2017) and has been produced by the Payroll Manager and approved by the Financial Controller & Finance Director.

Last revised: 1 November 2021

21.7%

Gender Pay Gap (Mean)

31%

Gender Pay Gap (Median)

23.7%

Bonus Pay Gap (Mean)

14.4%

Bonus Pay Gap (Median)

94.4%

Women Receiving Bonus

100%

Men Receiving Bonus

Calculations: Further Information

Lower Quartile

Lower Middle Quartile

Upper Middle Quartile

Upper Quartile

Action plan for the next year

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