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Cisco UK 2018 Gender Pay Gap Report

Cisco UK Gender Pay Gap Report

Read the 2018 report

Cisco has published the 2018 UK Gender Pay Gap Report. Cisco’s success depends on our people feeling inspired by their jobs and fulfilled in their careers. We believe strongly in the power of diverse thinking and support an inclusive culture, embracing and harnessing the talents all of our employees. Our inclusive culture helps build a trusting environment that drives the best teams, allows us to retain the best talent, and positions Cisco as a top employer.

What is Gender Pay Gap Reporting (GPGR)?

The Gender Pay Gap Reporting legislation requires employers in the UK with 250 or more employees to publish calculations every year showing the pay gap between their male and female employees. A pay gap identified through this reporting process shows a very broad overview of a gender pay comparison across the organisation without considering the actual work performed by the employees, their level or work history in and out of Cisco. GPGR, while effective at placing a spotlight on an important industry and cultural issue, does not help companies, or external parties, understand whether men and women, within an organisation, are paid fairly for doing similar work.

What Does Pay Parity Mean to Cisco?

Cisco believes that understanding and taking into account relevant business information is critical to understanding whether people are paid fairly within an organisation. That’s why “pay parity” at Cisco means that Cisco’s people are paid fairly – regardless of gender – based on roles, location, prior work experience, performance and other business relevant factors. To understand more about GPGR and other concepts of fair pay, please read our supplemental paper (link to be added). Cisco’s philosophy seeks to understand pay differences among employees doing similar work and address where necessary. We have now completed three cycles of global pay review including in the UK, all of which revealed a healthy and fair pay practice. Our most recent pay parity review resulted in Cisco making minor adjustments to less than 0.3% of our UK employee population to bring them in alignment with their peers; providing our employees with the assurance that we continue to monitor pay practices and make adjustments where necessary.

What do we believe contributes to our Gender Pay Gap?

While Gender Pay Gap Reporting could help illuminate issues of pay fairness, Cisco believes that the focus should be on ensuring diverse representation across all levels of our organisation. There has been a longstanding issue of female representation at the higher levels of organisations and higher paid roles across many industries. The tech sector is no different. Our own pay parity review shows that people are paid fairly for the jobs they do, but we do have a higher representation of men in the higher paying roles (and roles with higher variable pay, which amplifies the difference for the bonus pay gap number above) which accounts for our gender pay gap using the GPGR methodology. Our results show we have more work to do in the representation of women in all grades and particularly in more senior grades.

Cisco UK 2018 Gender Pay Gap Submission

Cisco welcomes GPGR’s focus on gender pay differences. Cisco’s 2017 GPGR Report, published last year, clearly showed that having a balanced gender representation throughout the organisation is key to minimizing any gaps GPGR might identify. Whilst this is common across our industry, where representation of women in senior, higher paid and/or technical roles is substantially less than men, we remain committed to dealing with this not only through the actions we do internally, but also our work and partnerships externally.

Understanding that this is a journey, Cisco is pleased to report that its 2018 analysis shows positive movement in almost all indicators and suggests that our efforts to improve the representation of women in the organization, through retention efforts, promotions, and hiring practices, can have positive effects. Still, it can take years to see a sustained shift in representation and the eradication of the gender pay gap. Even with positive momentum, Cisco will continue to drive inclusion and diversity in its workforce.

In this year’s submission, we are reporting:

  • A decrease in the mean gender pay gap from 16.8 to 14.2%
  • Our median gender pay gap remains the same at 19.1%
  • A decrease in our mean gender bonus pay gap from 36.7% to 31.7%
  • A decrease in our median gender bonus pay gap from 54.9% to 46.5%
  • We are reporting increases in our female representation in the upper middle and upper quartile pay bands.