Gender pay gap blog series
In September 2018, we published a 1.5% decrease in our second gender pay gap – from 17.9% in 2017 to 16.4% in 2018. While our gender pay gap is significantly better than the tech sector average, we do not view it as acceptable and are committed to remedying it. This year, we have taken a detailed look at our findings and have identified key actions to complete in order to move our Gender Diversity Action Plan forward and close our gender pay gap. This blog series will focus on these key actions and impacts.
Creating a gender balanced organisation
There is a wide-reaching goal to achieve 30% women across Fujitsu UK&I by 2020. At the current rate of change it would take until 2034 to realise our 30% goal.
To support this goal, we aim to achieve 30% female representation in our Sales function by 2020. This was proving to be a challenging task as the number of women in our Sales function decreased 3% – from 20% in 2017 to 17% at the start of 2018.
Our ambitious gender diversity goal require bold initiatives.
Research suggests that women are 24% more likely to be hired if they are interviewed, so our challenge was how we get more women in front of hiring managers. We put together a business case to create a requirement for all shortlists to include 30% women, in line with our 2020 goal. But, our CEO, Duncan Tait, wanted a bolder initiative and instead challenged us to create a gender diverse shortlist requirement for all vacancies.
Introducing gender diverse shortlists
A gender diverse shortlist is where managers are required to interview the same number of men as they do women. There is no limit to how many people managers can interview, however they cannot start interviewing until they have met this requirement. There is no limit on the amount of men or women who can apply for the role. We always advocate that the best person should get the role, regardless of gender or any other personal characteristics.
In July 2018, we launched a pilot of the gender diverse shortlist within one our most challenging areas: Sales.
We know from our gender pay gap analysis that low representation of women in Sales is detrimental to gender equality across the organisation as a whole.
Our Sales incentive schemes mean that women and men in this area are more likely to receive higher bonus payments. And, unless we have gender parity in this area of our organisation, we will not be able to continue to decrease our gender pay gap and achieve gender parity.
Making gender diverse shortlists a reality
Our Recruiting for Success workshop aimed to induct, support and empower our hiring managers, internal recruitment team and external recruitment partners enabling them to become confident in gender diverse recruitment.
We created an Inclusive Recruitment and Mobility pack to further support them through the recruitment process. We set a challenge that recruitment professionals ask managers to consider the following questions for each vacancy:
- What are the most important qualities you need for the role?
- Would you support flexible working in the widest sense?
- Does your team need more personality types?
By supporting everyone in the hiring process, we found that we were able to empower our managers to be open minded about who they consider for interview.
Changing the face of Fujitsu
We launched the gender diverse shortlist and the Inclusive Recruitment and Mobility pack in July 2018. Since this time we have had no problem finding a diverse longlist, from which a hiring manager can choose a gender diverse shortlist.
From August to December 2018, 50% of all new hires in Sales have been female. This is a 34% increase when we compare Sales hires from January to July 2018. In addition to this, the function’s gender diversity has increased 5%, from 17% to 21% women. And we are on our way to achieving our aim of 30% women in Sales by 2020.
The success of this pilot means that we will be launching the gender diverse shortlist in further areas in our organisation. This will help to ensure Fujitsu is on the way to achieving 30% women by 2030 and will continue to close the gender pay gap.
Our Inclusive Recruitment and Mobility pack follows nine simple steps to recruitment:
- Complete your Unconscious Bias training
- Write inclusive job specs that will attract diverse talent
- Check your advert doesn’t include masculine-coded language on the Gender Decoder
- Consider where to promote the job specs to reach diverse talent
- Shortlist candidates against objective criteria using evidence they have provided
- Form a gender-balanced and diverse interview panel
- Agree interview questions and objective scoring criteria in advance
- Make reasonable adjustments to enable candidates with disabilities to perform at their best
- Always appoint the best candidate, regardless of their personal characteristics
Read more blogs in the series:
Latest posts by Karen Thomson (see all)
- Reach: Supporting cultural diversity at the highest levels - September 2, 2019
- How Girls Days are building a pipeline of future female tech talent - July 24, 2019
- Inspiring Inclusive Leaders - March 27, 2019