Gender Pay Gap Report 2019 - Airbus

GenderPay GapReport 2019Airbus in the UK

Airbus in the UK, Gender Pay Gap Report 2019Airbus in the UK2019 Pay Gap ReportWe know that diversity fosters innovation,performance and engagement and helpsus to attract the best talent. We areinspired by each other’s knowledge andexperiences. We endeavour to fosteran inclusive, friendly environment toencourage sharing and collaboration,so we can thrive as individuals.Airbus is proud of its European roots and passionateabout its achievements around the world. More than 140nationalities are represented and more than 20 languagesare spoken within the company.We strive to ensure that Inclusion and Diversity isembedded in all that we do, serves business purposesand benefits all employees worldwide. We are constantlylooking to increase the number of applications from areasthat are currently under-represented in our workforce,including women, LGBTI , people with (dis)abilities, agegroups and social backgrounds.We believe thatempowering women,promoting equal opportunityand ending all formsof discrimination is notonly a human right, but isfundamental to the successof our company.We also know that transparency drives equality andaccountability and pushes us to improve. That is why wewelcome the UK Government’s gender pay gap reportinginitiative and the focus it has put on this topic. This is thethird year we have reported information across the Airbusgroup of companies in the UK and we continue to workhard to improve gender balance.We are committed to providing fair and competitiverewards to all our people for the roles they perform,regardless of their gender.Read more aboutInclusion and Diversity at Airbus here.We confirm that the gender pay gap data reportedis accurate and has been published in accordancewith the Gender Pay Gap Reporting regulationsunder the Equality Act 2010 (Gender Pay GapInformation) Regulations 2017.Nicola CoidCornelia ThiemeCaroline BennettHead of HRAirbus Operations LtdHead of HRAirbus Defenceand Space LtdHead of HRAirbus Helicopters Ltd2

Airbus in the UK, Gender Pay Gap Report 2019What the report measuresThe data provided within this reportcovers more than 10,000 employeesacross three entities within Airbus inthe UK: Airbus Operations Ltd, AirbusDefence and Space Ltd and AirbusHelicopters UK Ltd.What is the gender pay gap?Gender bonus gapThe gender pay gap shows the difference in the averagepay and bonuses between all men and women acrossour workforce in the UK, irrespective of the job they do. Itis not the same as unequal pay, which is paying men andwomen differently for performing equivalent work.These median and mean calculations are alsocarried out when comparing individual and companyperformance-based bonus payments received overthe 12-month period.In line with reporting guidelines, the datareflects the snapshot date of 5 April 2019.The figures include the hourly rate for eachrelevant employee, as defined by legislation.This includes base-salary and other allowances,as well as both individual and companyperformance-based bonus payments receivedover the previous 12 months.Mean gender pay gapThe mean gender pay gap shows the difference in theaverage pay and bonus earnings of men and women inour UK workforce.Median gender pay gapIf we were to split our female employees and our maleemployees into two lines, arranging them in order of payfrom highest to lowest, the median pay gap compares thepay of the women in the middle of the female line with thepay of the men in the middle of the male line. The mostcommon reason for a gap is that there are more men insenior roles than women.Bonus proportionsThe proportion of male and female employees who werepaid any amount of bonus pay.Pay quartiles across the workforceThe proportion of male and female employees in fourquartile hourly rate bands ranked from lowest hourly rateto the highest hourly rate. It is completed by dividing theworkforce into four equal groups.3

Airbus in the UK, Gender Pay Gap Report 2019Our resultsIn our previous two reports, we presented thedata by our respective divisions. The same data isprovided at the end of this report. The gap for eachdivision has not changed significantly since welast reported. This is the data that we report on theUK government website.This year we have decided to also consolidatethe data to provide the position for all Airbusemployees in the UK.In 2019, our mean averagegender pay gap was 6.87%.While each of our UK businesses employs theirown distinct workforce, reflecting the nature of theirown individual business and producing notabledisparities in gender pay gap data, the most significantcauses of our gender pay gap remain unchanged.We have fewer women than men in senior leadershippositions and fewer women working in higher-payingscience, technology, engineering and mathematics(STEM) related manufacturing and production roles.The gap is also explained by the way bonuses arecalculated in some areas of our business, withmore senior positions having a higher proportion ofvariable performance bonuses linked to individual andbusiness performance.Airbus in the UK Mean and median pay and bonus gap2018MeanMedian2019MeanMedianGender Pay Gap9.3%5.2%6.9%4.8%Gender Bonus Gap12.1%0.0%7.2%0.0%2018: Proportion of employeesreceiving a bonus2019: Proportion of employeesreceiving a bonus87%93%84%91%FemaleMaleFemaleMaleProportion of employees in each pay quartile bandMalePay 11.7%Upper Middle88.7%88.9%11.3%11.1%Lower Middle93.1%92.9%6.9%7.1%Lower80.7%79.9%19.3%20.1%4

Airbus in the UK, Gender Pay Gap Report 2019Our approachHistorically, the aerospace, defence, space and security sectors havebeen male dominated. We are commited to changing that and we continueto work hard to address this gender imbalance. In 2019, we made progresson a number of initiatives to encourage more women into our business.We are confident that these initiatives will make a positiveimpact, but we also recognise that we have much more todo to achieve long term and sustainable change.Inclusion and diversity continue to be championed at thetop of our global business with targets, KPIs, actions andinitiatives flowing throughout our organisation.UN Sustainable development goalsFor more than a decade, we have aligned our businesswith the UN Global Compact. Today, the UN SustainableDevelopment Goals (SDGs) framework takes us onestep further, helping us to align our business operationswith common principles on human rights, labour, theenvironment, anti-corruption and more. We examinedour business operations, and looked to our employees,partners and communities to determine that we areactively contributing to eight of the 17 SDGs, includingSDG 5: Gender Equality.Read moreabout Airbus’commitment to theUN SustainableDevelopmentGoals here.We are committed to promoting women into moresenior roles. This starts at the top of our global organisation.In 2019, there were three women on the Airbus Board ofDirectors and Julie Kitcher, our new Executive Vice Presidentfor Communications and Corporate Affairs, joined GraziaVittadini, our Chief Technology Officer, on the Airbus ExecutiveCommittee.In the UK, Airbus Operations appointed Nicola Coid as Headof Human Resources and Airbus Helicopters appointedCaroline Bennett as Head of Human Resources and amember of its Executive Management Team.We are also doing more to encourage learning anddevelopment so women have better access to senior roles.We are sponsoring a number of female managers to studyfor Masters level degree programmes and professionalqualifications.Targets make us accountable and help to redress theimbalance. We have set ourselves an annual target that 30%of all new recruits should be female, including those enteringearly in their careers, such as apprentices and graduates.Between April 2018 and April 2019, 21.9% of ouroverall intake were female.Magdalen Batten is a SegmentManager in Material Management atAirbus Helicopters UK and studying fora MSc in Logistics and Supply ChainManagement at Cranfield.Maggie BattenMSc in Logistics & SupplyChain ManagementThrough our initiatives, we look to enrich our workingenvironment so our female employees feel supportedand encouraged to progress and take on more senior roles.For example, in 2019 we introduced new flexible workingarrangements in most areas of our business as well asenhanced parental policies across our UK businesses.These policies provide greater flexibility for families todetermine how they will manage the first year after thebirth or adoption of a child, and they encourage womento return to work.We are also proud toengage in wider industryinitiatives to help us build amore balanced workforceand we set out some ofthose initiatives below .5

Airbus in the UK, Gender Pay Gap Report 2019Addressing the gapWomen in Aviationand Aerospace CharterA pledge for gender balanceacross aviation and aerospaceExternal partnershipsIn 2019, for the fourth year running,Airbus proudly sponsored theWomen in Defence Awards.Recognised as a flagship eventin the UK defence calendar, theawards promote gender diversityand recognise the achievementsand valuable contribution of womenin defence. They also have a keyrole to play in encouraging futuregenerations to pursue careers inthis field.Plans and commitmentIn 2018, Airbus committed to theUnited Nations Women’sEmpowerment Principles,(UN WEPs) committing Airbus toaddress equitable pay, genderresponsive supply chain practices,and sexual harassment in theworkplace, for example.Talent attractionTalent developmentSupportive environmentInclusive cultureA revision of our advertisingguidelines to ensure that inclusivelanguage is used in all jobadverts. In addition, Airbus usesAI tools to make job adverts andjob descriptions more inclusive.Accelerating change through theAirbus ‘Balance for Business’network, including roadshowsthat promote employee-ledinitiatives such as peer to peermentoring, confidence buildingand encouraging all employeesto challenge stereotypes andbuild their careers. Airbus is alsoinvolved with ALTA mentoring, across-organisational mentoringscheme, which is hosted by theRoyal Aeronautical Society.Support of various internationaland national initiativessuch as: International Women’sDay, International Womeninto Engineering Day, BringYour Child/Daughter to WorkScheme and Inspiring Girls intoEngineering Day.The Airbus GEDC DiversityAward aims to shine a lighton successful projects thatinspire students from all profilesand backgrounds to studyand succeed in engineering.Now in its 8th year, the awardwas developed and fundedby Airbus in partnership withthe Global Engineering Dean’sCouncil (GEDC), the leadinginternational organisation forleaders of schools and collegesof engineering education.In 2019, Airbus celebrated theannual International Womenin Engineering Day in Filton byhosting a number of girls fromlocal schools showcasing theaviation and aerospace industryand highlighting potential careerpaths.Airbus has led the ‘Womenin Aviation and AerospaceCharter’ and has beeninstrumental in the developmentof the ‘Women in DefenceCharter’ which demonstrates thecommitment of a growing numberof organisations across theindustry to build a more balancedand fairer industry for women.Many women in Airbus aremembers of the InternationalAviation Women’s Association(IAWA), which cultivates andadvances women leaders in theaviation and aerospace industriesthrough its global membershipnetwork. As well as her work onthe Women in Aviation Charter,SVP Airbus Katherine BennettCBE is also an active Directorof IAWA.6