Introduction
At Slalom, we strive to be the kind of company that creates a thriving culture of inclusion, diversity and equity that is reflected and experienced across our teams. We believe that our diversity allows us to better serve our clients and communities and to help people and organization’s dream bigger, move faster and build better tomorrows for all.
We are pay equal at Slalom, however whilst our gender pay data is similar to other businesses, you will see in the report that the primary areas for our pay gap are largely driven by a smaller representation of women in senior positions and our overall female representation.
We face this challenge along with many other organisations; however, we believe our reputation for innovation means we should play a role in leading the way for our industry to improve our figures in a long term, sustainable manner. We’ve worked hard and are proud of our progress, and we have much more to do. We continue to grow - and as we grow – we are committed to driving change and working harder to achieve our inclusivity and diversity goals. Regardless of the direction some countries and organisations might take for Inclusion and Diversity, my commitment and that of Slalom UK remains steadfast.
Gender Pay Gap Explained
The UK Gender Pay Gap Reporting measures the difference in pay between all working men and all working women within an organization, irrespective of the type of work they do, their seniority or their location. Organisations follow a calculation methodology set out by the Government Equalities Office to report their mean and median pay gap, bonus gap and distribution of team members across pay quartiles.
Gender Pay is different to Equal Pay. Equal pay ensures that all individuals performing equal work of equal value are compensated equally and would account for factors such as role, experience, performance and location as legitimate differentiators for pay gaps. Equal Pay is governed by the Equality Act.
Slalom UK Gender Pay Gap Data
| Mean | Median | |
| Gender Pay Gap | 20.6% | 23.8% |
| Gender Bonus Pay Gap | 21.9% | 24.9% |
| Proportion of men and women receiving a bonus payment* | Men | Women |
| 95% | 94% |
| Proportion of men and women in each quartile band | Men | Women |
| Upper | 72% | 28% |
| Upper Middle | 73% | 27% |
| Lower Middle | 59% | 41% |
| Lower | 41% | 59% |
*100% of team members who were employed on the snapshot date for this report were eligible for a bonus. Those who did not receive a payment in the reporting period either joined Slalom after our payout eligibility cutoff for the bonus plan year, or did not receive a bonus due to targets not being achieved.
Summary
At Slalom, we are committed to providing equal opportunity for all our team members. This analysis focuses on gender, as per the UK Legislation, but gender parity is just one demographic data point. We regularly review our processes and practices to ensure that we are doing our part to prevent bias that could unintentionally cause pay inequity.
Although we have reported a gender pay gap, we are pay equal at Slalom. We continue in our commitment to ensure that team members who are performing similar roles, in the same location with similar experience and impact, are compensation equally. We run a thorough pay equity exercise annually to ensure this is at the forefront of our compensation philosophy.
Gender pay is an ongoing process, and we are working to improve these figures and continue the steady progress we have made. Slalom is committed to long term meaningful and sustainable change for our industry, and we are looking at various mechanisms to play a leading role in driving this change.
Dave Williams
President & Country Leader, UK&I