Gender Pay Gap Report: 2018


Who we are

ProPharma Group is an industry leading, single source provider for regulatory compliance, pharmacovigilance, and medical information services across the full development lifecycle for pharmaceutical, biotechnology, and medical device companies.

We operate around the world with offices in the United States, Canada, Australia, Japan, Germany, Sweden, the Netherlands and the United Kingdom, which allows us to offer our clients a fully integrated comprehensive suite of global support services.

The UK business, ProPharma Group MIS Limited, is the only company within the Group required to report on the gender pay gap.

 

What we have to report

This is the second year since new legislation was introduced in the UK in 2017 that requires Companies with more than 250 employees to publish data about their gender pay gap.

The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings. This measure does not take into account equal pay for equal work.

On the snapshot date of 5th April 2018, ProPharma Group MIS Ltd employed 323 employees, 23% were male and 77% were female.  For the purposes of this report, there were 281 relevant employees; 24% were male and 76% were female. 16% of relevant employees worked on a part-time basis, of which 91% were female and 9% were male.

We were asked to provide two types of data, Mean and Median, and you can see this terminology in the tables below. For the purposes of the report “Mean” is the average pay rate for all males versus all females and “Median” is the pay rate of the middle ranking man versus the pay rate of the middle ranking woman.

 


The Analysis and our commitment to Gender Pay Equality

ProPharma Group MIS Ltd has a significantly higher percentage of female employees than male employees across all levels of the business, which explains the high female percentage in all quartiles. This is also evident in the proportion of males and females receiving a bonus payment, 88.9% female and 86.7% male.

Our median gender pay gap is -2.1% compared to 1.9% last year. This denotes that women earn 2.1% more, on average, than men. Our mean gender pay gap is 3.8% compared to 5.6% last year. Both of these areas show an improvement on the previous year and our median pay gap has swung to now show a more favourable median pay gap for women.

There is a significantly higher proportion of females in senior management and director roles, 75% are female and 25% are male. There is a higher proportion of men in management roles  13% are male and 9% are female. These figures are indicative of the smaller proportion of men overall in the organisation,  There is a lower proportion of men in the lower paid roles, 6% are male and 9% are female. We believe this is due to a higher proportion of female applicants applying for the lower paid roles.

While we are pleased to see a reduction in the mean gender pay gap, we continue to review and implement measures to ensure we address this. In January 2019, we increased the starting salary for a number of roles, primarily the lower paid roles.

We already use salary bands to ensure that we operate a fair remuneration policy and this provides the same level of pay for men and women who are employed in the same jobs. In order to ensure we continue to administer a fair compensation strategy, we have appointed an external consultant to carry out a Compensation survey to ensure our salary bands are appropriate. Our plan is to regularly review salaries in line with market forces and to recognise the skills and experience of our multi-talented workforce.

We are proud of our family friendly policies and many men and women have taken advantage of our flexible working opportunities. We believe this flexible working culture has enabled our predominantly female employee workforce to continue to progress throughout their career, and to maintain a positive work/life balance while not being held back by a rigid working week. This is a contributor to our positive Median Gender Pay Gap.

ProPharma Group MIS Ltd is committed to providing a workplace where we recognise the skills and experience of our employees and an environment that provides opportunities to support both personal and professional growth.

Central to this is our aim of rewarding colleagues proportional to their contributions to the Company’s success.

We will, at all times conduct our business with integrity and be a Company colleagues are proud to be part of.

I confirm that the calculations, data and analysis contained in this report are accurate and that the methodology provided in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 has been applied correctly.

 

Rachel Bias,
Senior Vice President, Human Resources