In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, IAC is required by law to publish UK gender pay gap data on an annual basis. The data provided below has been calculated using the standard methodologies as set out in these regulations, based on snapshot data as at 5th April 2018, and financial bonus data for the year preceding 5th April 2018.
As at 5th April 2018, IAC employed 1477 employees in the UK.
Unlike equal pay data, which considers the differences in pay between men and women carrying out the same or similar jobs, the gender pay gap relates to the difference in the average earnings of men and women across the company as a whole, irrespective of role.
A positive gender pay gap percentage indicates higher male earnings, whilst a negative figure indicates higher female earnings.
|Difference in hourly and bonus pay:||Hourly pay||Bonus|
|Difference in median pay:||16.20%||0.00%|
|Difference in mean pay:||14.50%||-7.60%|
|Proportion of employees receiving bonus pay||41.90%||22.60%|
|(number of employees)|
|Quartile 4 – Upper||85.70%||14.30%|
|Quartile 3 – Upper Middle||84.90%||15.10%|
|Quartile 2 – Lower Middle||78.10%||21.90%|
|Quartile 1 – Lower||68.20%||31.80%|
As at 5th April 2018, the difference in median hourly pay between women and men at IAC was 16.2% and the difference in mean hourly pay was 14.5%.
The UK Office for National Statistics estimates a median gender pay gap of 17.9% and mean gender pay gap of 17.1% for 2018 (based on provisional data for all employees including full-time and part-time). For the Manufacturing industry, for all employees, the same statistics are 20.3% and 15.8% respectively 1.
Therefore, IAC’s gender pay gap differences are slightly better than the mean and median compared with the Manufacturing industry and the overall national gender pay gap statistics.
IAC’s gender pay gap is primarily because IAC has a disproportionately low percentage of women in the most highly paid positions, and a disproportionately high percentage of women in quartile 1.
In total, 41.9% of male and 22.6% of female employees received bonuses in the 12 months to 5th April 2018. The difference in mean bonus was -7.6%, which reflects the fact that nearly 20% of bonus eligible women were participants of the management bonus plan, whereas only 10% of bonus eligible men participated in the management bonus plan. As a result, mean bonus for women was higher than it was for men.
The difference in median bonus pay of 0% reflects the fact that a large proportion of both male and female employees received the same flat bonus amount (not part of the management bonus plan).
IAC is committed to gaining a high-level understanding of the state of gender equity in our organisation, regularly reviewing the overall gender pay gap and recruiting wherever possible in the area of diversity. Our overall strategy is designed to reward and recognise the contributions of all employees, and to be free of gender bias.