This is Tribal’s first Gender Pay Gap statutory report for our UK employees, prepared as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 that came into effect in April 2017.
Tribal welcome the UK Governments’ focus on the Gender Pay Gap. We understand that a societal concern is too few women in senior roles and too many in lower paid roles. As a technology focused company, working in the education sector, the participation of women in technology and the role of education as a key enabler for aspiration and achievement are topics of great interest to us, long before the focus on the Gender Pay Gap. For example, last year we published The Women in Tech Edit, an e-zine examining the roles of women in technology companies like Tribal and promoting our own successful female role models. This has been supported with a variety of social media campaigns, such as those on and around International Women’s Day.
The prescribed methodology behind the gender pay gap, focuses on the difference in the average pay of men and women, regardless of the nature of their work, as opposed to direct ‘equal pay’. The resulting comparison reflects the Government’s concern around women’s representation in UK business and a belief that transparency will drive progress. We welcome the opportunity to reflect on the important issue and consider what more can be done.
The theme of transparency and progression has been at the heart of a number of board sponsored people activities in our business over the last 12 months e.g. the development of a Competency Framework and Career Pathways, aimed to bring greater structure and objectivity to promotion decisions, amongst other things. These initiatives and improvements are not driven solely from a Gender Pay Gap perspective but rather from a belief that transparency and clarity around career progression is a key step in us increasing internal mobility and gender diversity, therefore maximising the wealth of talent in our business and improving our ability to select the best people for roles, based purely on ability and aptitude.
This makes good business sense, full stop. It also means that we are building confidence in our collective ability to make objective decisions and eliminate the potential for gender bias. This, coupled with initiatives such as our progressive approach to flexible working practices, suggests we can continue to improve our ability to support the careers of women in the company and removing actual, or perceived, barriers to progression.
A gender pay gap is a measure of the difference in the average pay of men and women - regardless of the nature of their work - across an entire organisation. It is different from an equal pay comparison, which would involve direct comparison of two people or groups of people carrying out the same, similar or equivalent work. For all employees undertaking similar roles (regardless of gender) our approach to pay is to ensure there is fairness.
At Tribal, like the vast majority of UK companies, we do have a gender pay gap, primarily because there are more women than men in our lower paid roles, but fewer in higher paid ones. Women, who make up 36% of our total UK workforce, occupy 29.2% of the roles in the upper pay quartile but hold a higher proportion of roles in the lower pay quartile (52.8%). As a result, average male earnings (both mean and median) are higher than average female earnings as there are more men in senior roles in our dataset than women. As senior roles pay more than junior roles, the fewer the number of women who hold senior roles in a company, the greater is the average gender pay gap. Therefore, the gender pay gap is a measure of the extent to which women participate in senior management and leadership roles in an organisation.
We are encouraged to see that, as far as the data is concerned, we are in a better or comparable position to UK businesses in relation to the Gender Pay Gap. For example, Tribal’s mean gender pay gap, at 14.5%, is below the UK national average of 17.4% as reported by The Office of National Statistics (ONS). Our median pay gap, at 18.8%, is only very slightly above the ONS national average of 18.4%.
This gives us reassurance that we are starting from a better position than some, and whilst we do not underestimate the challenge at hand and impact of wider societal norms, we look forward to continuing and reviewing our progress in years to come.
We confirm that the data and information presented in this report are accurate and meet the requirements of the UK Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Chloe Payne Ian Bowles
Director for HR Chief Executive Officer