Attracting, developing and retaining diverse talent are fundamental parts of CDS’ strategy and DNA. We take pride in providing fair and equal opportunities to all our employees to grow and thrive in an inclusive environment.
Our Gender Pay Gap figures at a glance:
Proportion of employees who received a bonus in the 12 months to 5 April 2022:
56 % Female
50 % Male
We are pleased to report that our Gender Bonus Gap median has been set at 0%, meaning that there is no gap between bonuses provided to male and female employees. The mean Gender Bonus gap in 2022 is reported at 20.1%.
Furthermore, we are also observing a relatively high percentage of women receiving bonuses, with the latest figure showing that 56% of our female colleagues received a bonus in the 12 months before April 2022. Though an increased number bonuses were provided across the organisation, we report a higher proportion of female employees receiving bonuses, as compared to 50% of our male staff.
Our latest Gender Pay Gap report reflects the challenges many High Tech companies face, due to the relatively low female representation in the industry. This has had a significant impact on the reported results, as the data is based on an overwhelming majority of male employees.
That said, In 2022 we are showing a positive change in both the median and mean gender pay gap for CDS UK, when compared to 2021 results. The mean Gender Pay Gap is reported at 32.3% (with 33.0% reported in 2021) and the median is 36.9% (with 39.2% reported in 2021).
Pay Quartiles:
In 2023 we will continue our efforts to attract retain, develop and recognise our employees by bringing in diverse talent as part of our Modern Apprentice Programme, as well as supporting career progression through the LEAP programme for aspiring leaders.
As part of the worldwide group of Hewlett Packard Enterprise companies, we also ensure full compliance to the HPE Standards of Business Conduct, which supports the retention and inclusiveness of a diverse workforce.
George Jurov
CDS UKI HR Manager