Phoenix Software is committed to fostering a workplace culture that champions diversity and fairness. As part of our dedication to transparency and progress, we present our Gender Pay Gap Report, an analysis aimed at understanding, addressing, and ultimately eliminating disparities within our organisation.
The importance of examining and rectifying gender pay gaps cannot be overstated. Beyond mere compliance with regulatory requirements, it is a moral and strategic imperative. Gender equality in the workplace isn’t just about fairness; it’s about leveraging the full potential of our talent pool and maximising organisational performance. By ensuring that every individual is compensated fairly, regardless of gender, we foster a culture of trust, respect, and empowerment, laying the foundation for innovation and excellence to flourish.
A total of 379 employees were included in the 2023 calculations. Of these, 252 are male and 127 are female.
The pay gap calculations are based on data taken on the ‘snapshot date’ of 5th April 2023. The bonus calculations are based on bonuses paid within the period 1st May 2022 to 30th April 2023.
Action plan for the next year
We regularly review ways to reduce and close our pay gaps, and as part of our action plan we will look at the following:
- Ensure men and women have equal access to formal or informal mentoring opportunities
- Measures to prevent harassment (including sexual harassment) in the workplace including Harassment (inclusive of sexual harassment) Policy, training managers, and making it safe and easy for employees to report and respond appropriately
- Use structured interviews for recruitment and promotions to prevent bias and have diverse selection panels
- Attract and hire returners (people who have taken an extended career break for caring or other reasons and who are either not currently employed or are working in roles for which they are over-qualified), ensuring the recruitment process is return friendly and non-bias
- Research shows ending salary history questions during recruitment works to close the pay gap, Phoenix do not ask questions about salary history
- 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.
- Enhanced family leave including maternity and paternity.
- Support for employees experiencing menopause symptoms – including training and awareness of our policy.
- Review employee salaries annually to ensure that everyone is paid a wage that reflects industry and market averages. Investigating the introduction of pay bands for roles.
- Ensure that employee progression paths are discussed on a regular and realistic basis.
- Hold open and honest exit interviews that encourage feedback to find out the reasons why people leave our business.
- Continue to encourage women to consider sales and technical roles, whether through internal promotions or external recruitment including reaching out to schools and colleges.
- Have female role models within Phoenix for those inside and outside our business to aspire to. We have promoted a new female MD, with the exiting female MD becoming Group CEO.
- Support our internal EDI network (equality, diversity and inclusion) for further inspiration and action.
- Train all managers on unconscious bias as part of an ongoing training plan in line with the Phoenix company values/ valued behaviours.
- 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; creating a culture where people feel comfortable and confident to request paternity leave and shared parental leave.
- 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.
- 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.
- Ensure women are represented on all of our visual assets and marketing collateral that we produce as a business.
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 Officer and approved by the Finance Director.
Last revised: 28 March 2024