![]() ![]() You can see how Apollo is working to narrow the gender pay gap in their company by reading their gender pay gap report in full here.ġ. While Halma group employs more than 8,000 people globally, these are mostly directly employed by the companies owned by the group, not by the ‘Halma’ legal entity in the UK. Only one of our UK companies is required by legislation to publish gender pay gap data - Apollo. Halma is a diversified global portfolio of nearly 50 small- to medium-sized companies and together we’re working towards equal and fair representation of women. We are committed to continuing to drive change and our aspiration is to make ongoing, progressive improvement towards creating a more diverse workforce and a more inclusive culture. While we have observed positive changes year-on-year, we recognise that there is further progress to be made and that some of the actions we are taking to close the gap will take time to have impact. We continue to work towards our goal of achieving gender balance on our company boards, with a view to not only having a positive impact on female talent recruitment and retention but also to help to close the overall pay gap with more female representation at this level. Change of Name The company may change its name by resolution of the directors. Our Halma Future Leaders Programme has a good gender ratio helping to build the pipeline of women leaders for our businesses. Limited Liability The liability of the company’s members is limited to any unpaid amount on the shares in the company held by them. Our Global Parental Leave policy and Future of Work philosophy, although aimed at supporting both men and women, create better work-life balance whilst reducing career impediments for mothers. However, it is encouraging to see that our commitment to build an inclusive culture in all parts of our organisation continues to have an impact on helping to reduce the gap as evidenced by the steady progress made since we started publishing this figure in 2021, when we reported a figure of 25.9%. While we continue to see an improvement in female representation at senior levels, we still have more men in our most senior leadership levels and higher paid roles, as well as more women in hourly paid positions and this is why we have the pay gap. ![]() Although most Halma companies (including Halma plc) do not directly employ more than 250 employees – the UK statutory reporting threshold – we are proud to publish this crucial metric. We are also pleased to report a reduction from 20.1% to 18.7% as at 31 March 2023. We are pleased to be publishing a mean Gender Pay Gap figure for all Halma employees in two of our largest regions (UK and USA) for the third consecutive year. ![]() One of the ways to measure our progress is by showing that our gender pay gap is narrowing over time. Halma is a proud advocate of gender equality, and we continue to make progress towards representation and equality of opportunity for women across our businesses. Environment Commitment Statement and Supplier Statementīuilding diverse and inclusive businesses is fundamental to achieving our purpose.Our sustainability approach and progress.Our markets and their long term growth drivers. ![]()
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