Gender pay reporting legislation requires employees with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.
In the UK, Teva has two entities, Teva Runcorn (Norton Healthcare) and Teva UK.
Whilst our demographic is heavily weighted male to female, because of our structured pay system and STEM Career Pathways pay levels are irrespective of gender, race, ethnicity or age. We are proud to have a Site Leadership Team that is 50% male/female and have a reasonable balance of male to female across our wider management structure. In our production roles, the demographic is more heavily weighted to men. These roles are largely shift based roles and do not appeal to everyone, due to the night working aspect.
In 2017, we decided to sign-up to the STEM Ambassador programme. Not only is this an excellent way to support the professional development of our current, highly skilled workforce, but also enables us to reach out to communities and educational institutions to support and encourage the next generations of STEM students and employees. We combine working as external STEM Ambassadors with our internal professional development pathways to drive high levels of engagement and equal opportunity.
Teva UK is a largely commercial organisation, including sales, marketing, medical and various support functions, such as finance and technology. We have a high proportion of field based sales representatives whose remuneration is a combination of basic pay and performance based incentivised payments.
Also included in the Teva UK report are a number of global functions such as Research & Development and a sizeable population of ‘above country’ senior leadership positions either based or ‘homed’ in the UK such as the CEO of Teva Europe and other senior leaders, most of whom currently happen to be men, who live in the UK but who work in regional or global roles.
Gender pay reporting and equal pay are not the same concepts. Equal pay legislation means men and women should be paid the same for doing equivalent work and Teva UK takes steps to ensure this is the case. Teva UK uses a global grading architecture as the basis of determining salaries and bonus allocations for all of our roles; gender is not a consideration in this process.
We also review and calibrate all our annual pay increases and bonus awards at a leadership level with the final sign off with our General Manager. Gender pay reporting is the difference between the average hourly earnings for all men and the average hourly earnings for all women - a gender pay gap is usually caused by an unequal distribution of men and women at different levels of seniority.
Our gender pay gap figures reflect the higher number of senior roles currently being performed by men (which is not uncommon). We do, of course, have a very positive role model in our General Manager who is female.
Another factor that has impacted upon our gender pay gap in relation to bonus pay is our part time-worker figures. Because we are able to offer a high degree of flexibility in terms of working hours and patterns (which is something we very much promote as a business), we have a large number of part-time workers with the majority of these being women.
Clearly there is more work we should do to improve gender diversity within Teva UK and the leadership team is committed to regular reporting and review of gender pay gap metrics. We do already have comprehensive and well established policies in place in relation to family friendly benefits such as maternity, paternity and shared parental leave. We are also establishing a working group on creating further support for career progression, along with reviewing the support for women returning post maternity and providing ongoing developmental opportunities for all our employees.