UK Gender Pay Gap
Welcome to our UK Gender Pay Gap Webpage
The information and case studies shared on this site illustrate our commitments and the work we are doing to meet our ambition to be considered the world’s best employer for women by 2025. This forms part of our global work towards gender equality, which you can learn more about by clicking here.
Our initiatives aim to support all women across different roles, areas and geographies of our business and will, over time, reduce our UK Gender Pay Gap. Our initiatives support our global approach to Reward at Vodafone which is guided by our Fair Pay Principles, set out here. We undertake an annual review against these principles across all of our markets.
Watch the video below to hear more from Vodafone’s Chief HR Officer Leanne Wood.
At Vodafone, diversity and inclusion are core to who we are, reinforcing our ambition to be a company whose global workforce reflects the customers we serve and the broader societies within which we operate.
The UK Gender Pay Gap explained
This short animation below explains the difference between equal pay and the gender pay gap, and why a gender pay gap occurs.
What is Vodafone doing to reduce their gender pay gap?
Vodafone's ambition is to be the world's best employer for women by 2025. From our groundbreaking global parental leave policy to our ReConnect programme, we are committed to becoming a company with a strong track record of attracting, retaining and developing talented women. You can read more about what we're doing to reduce the gender pay gap on this webpage.
What is the difference between the gender pay gap and equal pay?
Equal pay is about ensuring women and men are paid the same amount for the same job, while the gender pay gap compares the average pay of all male and female colleagues, in line with the UK regulatory methodology. At Vodafone, we pay our men and women equally, but like most companies, we have a gender pay gap.
Why does Vodafone have a gender pay gap?
Vodafone has a gender pay gap because there are currently more men than women in senior and specialist, and therefore higher paid, positions. This makes average male pay higher than average female pay, resulting in a gender pay gap.
How is the gender pay gap calculated?
We calculate the median and mean average hourly rate for men and for women. This is for UK employees only and in line with the UK regulatory methodology. The difference between these figures is our UK gender pay gap.
How is the bonus pay gap calculated?
We calculate the median and mean average bonus pay for men and women working in our UK operations, as per the regulatory methodology. The difference between these figures is the bonus pay gap.
What's the difference between 'mean' and 'median'?
'Mean' and 'median' are two different calculations. To calculate the mean, the values (e.g. hourly pay or bonus pay) are added together and divided by the number of employees. The median is the number in the middle of all values, when arranged from lowest to highest.
What are quartiles?
Employee hourly pay is ranked from lowest to highest, and divided into four quartiles, each with an equal number of employees. We then look at the proportion of males and females within each quartile, to understand the gender distribution at each of the four pay levels.
Why does the gender pay gap fluctuate year on year?
The gender pay gap will fluctuate year on year, influenced by changes in our business structure and the percentage of men and women at all levels and positions. Notwithstanding this, it is of course our ambition to reduce our gender pay gap over time. You can find more information on how we intend to do this in the ‘global programmes’ section of this webpage.
How does Vodafone’s Reward Structure help to address any Gender Bias?
Vodafone’s Total Reward Structure is underpinned by our Fair Pay Principles, which apply to all employees regardless of level, location or role. One of our Fair Pay Principles is “Free From Discrimination” – that our pay should not be affected by gender, age, disability, gender identity and expression, sexual orientation, race, cultural background or belief. We annually review the average position of our males and females against their market benchmark, grade and function to identify and understand any differences.
Our reward framework is designed to promote consistency and transparency and reduce the opportunity and impact of any unconscious bias, through:
A published Total Reward policy that sets out our approach to setting base salary and allowances, short and long term Incentives and our global recognition scheme;
Objective salary ranges for all our roles, supported by robust policy and procedures;
A consistent and transparent policy for setting on-target bonus and long-term incentives levels;
Bonus and long-term incentive schemes based on collective company performance; and
A learning pathway to help educate our employees about Vodafone’s philosophy and approach to pay, benefits and recognition.