From 2015, it has been legal requirement for companies with more than 250 people to publish their gender pay gap data. The gender pay gap is different to equal pay; legislation makes it clear that people doing equal jobs should get equal pay, irrespective of their gender. Men and women at Svella Connect who do equivalent jobs are already being paid equally.

 

The gender pay gap is the difference in the average pay of men and women in an organisation irrespective of their role or seniority.  

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Summary

Here at Svella Connect, we know that people are key to our success. We encourage fairness and equality in all aspects of our business, and it is important to stress that Svella Connect pays the same to employees that do the same work. We do have a gender pay gap, but with only a slight overall bias towards men.

 

Our gender bonus gap is substantially biased towards women for this year skewed by our employee referral scheme and a small number of people responding well to this initiative. The eligibility of this scheme is not affected by gender, or any other factor.

 

The telecommunications industry has traditionally been male dominated, this legacy means that just over 89% of our workforce is male. This is only a slight drop from last years 90.7%.

 

We will continue to monitor our performance, and implement initiatives which will balance out the bias towards typically male and female roles, such as reviewing our candidate attraction and selection, development opportunities for aspiring managers, reviewing our family friendly policies and monitoring our demographics.    

 

I confirm that Svella Connect is committed to the principle of gender pay equality and has prepared its 2024 gender pay gap results in line with mandatory requirements.  

  

Graeme Undy 

Svella Connect Managing Director