Roche is all about improving people’s lives. Harnessing people’s differences creates a working environment that promotes innovative and creative thinking in all that we do, to enable us to improve
the world around us.
We continue to make progress on our journey towards becoming an even fairer and more diverse workplace, and addressing the gender pay gap is an important part of that.
Our gender pay gap reduced again in 2019, for the third consecutive year. Our mean gender pay gap now stands at 4.65%, down from 8.14% in 2018. Our median gender pay for 2019 was -0.60%, down from 2.70% in 2018.
The mean Gender Pay Gap in the UK (the national average) is 14.2%, and the median is 11.9%.
We are pleased that our gender pay gap is lower than the UK average. This is in no small part due in part to the efforts we have put into reducing it, including improving our family-friendly policies and processes so that they are fair and equitable, reviewing our recruitment and selection processes to remove barriers and create an even playing ground, and enhancing our inclusive working environment.
But of course, our aim is to ensure that we don’t have a gender pay gap, or at the very least that it is as close to zero as possible.
We know there is more to do, which is why we are continuing to encourage initiatives and inclusive behaviours across our business to address it.
For us, reporting and addressing our gender pay gap is not just a mandatory requirement; it is fundamental to us being a diverse and inclusive organisation that lives up to the challenge of improving people’s lives.
What is the 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.” (Source - Office of National Statistics (ONS))
Gender Pay Gap is not the same as Equal Pay
“Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010. It’s the law…... This applies not only to salary, but to all contractual terms and conditions of employment, such as holiday entitlement, bonuses, pay and reward schemes, pension payments and other benefits”. (Source - Equality and Human Rights Commission)