IQVIA UK 2021性别薪酬差距结果
The IQVIA UK business recently published its fifth Gender Pay Gap report for the 2020-2021 performance year. Our full report, as submitted, can be viewed at the following link://m.kolayalmanca.com/2021GPGReport
我们业务的未来取决于解锁我们的Connected Intelligence™，为客户提供创新的解决方案，这要求我们充分利用我们的各种思想，联系和体验。在IQVIA，我们鼓励每个人都认识到每个人都可以在工作场所做出的贡献，并不断寻求雇用，发展和留住具有广泛背景和经验的员工。
我们的ongoing commitment toward an inclusive culture
We remain committed to maintaining a culture of diversity and inclusion (D&I) in which people from all backgrounds can fully contribute to the growth and success of our business.
Inclusion
We are dedicated to maintaining an inclusive and collaborative work environment that exhibits teamwork, leadership and integrity.
- 通过任命全球D＆I领导者对发展D＆I战略负责，加强我们的承诺
- 我们的英国员工资源组(ERG) chapters continue to expand to support IQVIA’s values and commitment to diversity. In 2021, we launched the new UK Multi-Faith ERG chapter and a Disability & Carers Network Group will be launched soon
- Extended partnerships with social enterprises for those less advantaged externally, to support community engagement and social impact
- Global Wellbeing program launched, with UK employee Wellbeing Champion network in 2022, to enhance awareness and engagement on employee health and wellbeing
Recruitment
我们的活动旨在确定各个级别的各种候选人。
- UK-wide launch of the STEM Ambassador Programme, managed by STEM Learning, is an opportunity for our employees to inspire the next generation in encouraging Science, Technology, Engineering and Mathematics (STEM) and provide a world-leading STEM education for all young people across the UK
- 我们的招聘团队继续通过我们的职位发布来鼓励申请人的多样性，并将伊克维亚促进更加多样化的教育机构
进化和成长
We remain focused on having a diverse pipeline of talent moving across and through our organisation, providing opportunities for all employees to develop.
- Continued focus on achieving career goals with IQVIA; our Aspire’21 virtual people conference across EMEA was attended by over 1000 UK employees, with internal and external speakers, and interactive roundtables, focusing on building connections and careers
- 启动“人才与学习景点”，为员工提供了轻松获得大量资源的访问，以支持技能建设，职业发展和个人发展，包括一系列多样性，包容性和归属产品
订婚
鼓励我们组织内部的积极文化，包括性别问题，对我们很重要。
- 工作的未来 - 最新的框架为一种新的，更灵活的工作方式奠定了舞台
Under the UK Government’s regulations, we are required to report certain gender pay information for all entities with 250 or more employees; in IQVIA we have three such legal entities outlined below.
在以下图表中，“中值”一词表示在每个性别以最低至最高为最高的分类列表中中间数的比较。“平均”一词代表可比的average性别的小时收入。
The charts above also show the gender distribution in each of the three entities across four equally-sized pay quartiles.
In the above diagrams, the proportion of men and women who received bonus in each entity is based on the required reporting period of the 12 months preceding 5th2021年4月。与前几年不同，此数据不包括英国员工的年度激励计划（AIP）付款，因为一次英国AIP付款日期更改为2021年4月下旬，该日期不在今年的计算窗口之外。去年的性别薪酬差距报告中包括2019年的AIP付款（于2020年初进行），但直到明年的报告，任何2020年的AIP付款（2021年4月下旬）都不会包括在内。结果，今年报告期内获得奖金付款的员工比例低于去年。上面的数据中包括今年报告期内的所有其他一次性激励付款。实际上，大多数员工继续像往年一样获得AIP奖金付款。
As a reminder, the disclosures required by the gender pay gap law measure the difference between the average earnings of all male and female employees, irrespective of their role or seniority, within the statutory quartiles. They do not reflect equality of pay for equal roles.
在英国，我们的总人口确定为39％的男性和61％的女性，而在初中的女性比例较高。要看到我们的性别薪酬数字同比的变化将需要通过举报四分之一的性别弥补。