UK 2020 Gender Pay Gap Results

2021年3月31日，IQVIA UK业务发布了2019 - 2020年表现年度的第四次性别薪酬差距报告。我们提交的完整报告可以在以下链接上查看：//m.kolayalmanca.com/2020GPGReport

我们的性别薪酬结果，包括英国IQVIA业务下的所有法人实体，如下：

在上图中，“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。“平均值”一词代表了性别相当的平均小时收入。

The following chart shows the gender distribution (balance of female and male employees) in our business across four equally-sized pay quartiles, each containing approximately 1,045 IQVIA colleagues. The pay quartiles are labelled Q1 to Q4 from lowest to highest.

Our 2020 gender pay gap figures, which we are now reporting in our fourth year, are based on a payroll data snapshot from 5 April 2020. Our 2020 gender pay results are broadly the same as in last year’s report: a number of initiatives have been identified and implemented, or are in the process of being implemented, to support us in closing the reported gap. These changes should start to impact on our reported gender pay figures in future years.

我们持续的承诺

伊克维亚（Iqvia）仍然致力于创造一种环境和文化，以使每个人都产生影响力，并通过职业机会，灵活性和支持 - 一个包容性，支持和创新的工作场所。

以下是我们关注的一些活动：

• 包容: IQVIA is dedicated to creating an inclusive and collaborative work environment that exhibits teamwork, leadership and integrity. The UK chapters of our ERGs (Employee Resource Groups) support IQVIA values and commitment to diversity. 2020 saw the launch of several ERG chapters in the UK (London BAME, UK Emerging Professionals Network, UK LGBT+, WIN Edinburgh and Hounslow, WIN London, WIN Reading). UK local working groups have also supported IQVIA’s corporate social responsibility and sustainability vision, including mentoring programmes of those from less advantaged communities externally.
• 招聘：我们的招聘活动旨在考虑公司各个级别的各种候选人。我们的招聘团队鼓励更多的女性和男性申请在新的职业网站和LinkedIn广告系列的支持下，申请全部可用职位。在适当的情况下，我们提供位置或数小时的灵活性，以吸引各种各样的候选人。我们参加了各种外部活动和虚拟职业展览会，以促进IQVIA的机会，并继续扩大我们为经理招聘的卓越培训。
• Development and progression: IQVIA is focused on having a diverse pipeline of talent moving across or up our organisation and providing opportunities for all employees to develop. We implemented various solutions in 2020, including the “Own My Career” microsite, the Career Pathway Tool to explore career options, a personal brand toolkit, and new mentoring and reverse mentoring programmes.
• Engagement：鼓励组织内部的积极文化，包括性别问题，对我们很重要。我们的领导人在培养一种文化来支持和参与的文化中的积极作用，从来没有比在Covid-19世界中更重要。我们已经改编了我们的支持，灵活的工作政策和沟通，以确保在这个充满挑战的时期我们与所有同事互动并与所有同事互动。最后，正如我们的2020年内部员工脉冲调查结果所示，我们在英国的男女之间的参与水平良好。

英国伊克维亚（Iqvia UK）是一家广泛而多样化的业务，它吸引了与生活科学和技术领域相关的各种领域的人才。我们仍然致力于维持一种包容性文化，在该文化中，来自各个背景的人们可以充分贡献我们业务的成长和成功。在各个层面上吸引，发展和提高多样化的人才对我们的业务和我们包容，协作和创新的工作场所的重要组成部分至关重要。