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Cisco UK 2021 Gender Pay Gap Report

Cisco UK Gender Pay Gap Report

Cisco has published the 2021 UK Gender Pay Gap Report, detailing key data and insights on the factors that influence an equitable talent environment. Understanding the many factors influencing differences in pay, and the fairness and inclusivity of an organisation's compensation system is a complex issue. This report serves as a brief summary of our longstanding commitment to compensation fairness and an overview of our progress in accelerating inclusion and equitable access to opportunity in the UK.

What is the UK Gender Pay Gap Report?

The Gender Pay Gap Reporting (GPGR) legislation requires employers in the UK with 250 or more employees to publish calculations every year showing the pay gap between their employees who identify as men and women.

What does the UK Gender Pay Gap measure?

The UK Gender Pay Gap is a basic calculation of the percentage difference between average hourly earnings for men and women, regardless of the work they do.

Earnings include base pay, allowances and any other bonus and incentive pay paid 6 April 2020 - 5 April 2021. The Gender Bonus Gap is the percentage difference in all incentive pay received by men and women in the 12 months up to April 2021, including bonuses and sales commission payments.

What isn’t measured?

The pay gap is not a measurement of equal pay. It is one basic measure across all jobs, not a measure of the differences in pay between men and women within the same job type. Consequentially, a company will have a gender pay gap in this report even if it pays those who identify as men and women fairly in similar roles that are paid more in the marketplace including technical and engineering roles. 

Understanding the many factors influencing differences in pay, and the fairness and inclusivity of an organisation’s compensation system is a complex issue.

Cisco’s innovative framework for compensation fairness

At Cisco, we’ve built an innovative framework to test our complex compensation system and its overall health. Our regular reviews look at all factors that influence an equitable talent environment, from new hire offers to individual rewards, so that we can continue to design and deliver fair, inclusive, and competitive pay for our people.

Workforce Snapshots FY21

2021 UK Pay Gap Data & Insights

Looking at the overall trend in the data since the gender pay gap reporting requirements were introduced in 2017, we are reporting:

  1. A decrease in our mean gender pay gap from
     16.8% to 15.3%
  2. A decrease in our median gender pay gap
    from 19.1% to 18.7%
  3. A decrease in our mean gender bonus gap
    from 36.7% to 29%
  4. A decrease in our median gender bonus pay
    gap from 54.9% to 52%
  5. An increase in women representation across all notional pay bands, representing an increase in those as identify as women in our workforce demographic

28%

Most diverse workforce to date UK Overall Women Representation

47%

UK Apprentice Program FY22 cohort Women Representation

1067

UK interviewers trained

We’re proud of what we’ve accomplished in this past year and understand there is still much to do to close gender gaps and expand full spectrum diversity. Fuelled by curiosity, learning and action, we’re gathering momentum for the work still to be done. 

Jen Scherler-Gormley
Head of People & Communities, United Kingdom & Ireland