From 6 April 2017, companies with more than 250 employees were required by law each year to publish their gender pay information, covering pay and bonuses, showing the overall difference between the earnings of men and women. Gender pay differs from equal pay as it is concerned with the differences in pay between men and women irrespective of their role; whereas, equal pay deals with the pay differences between men and women who carry out the same or similar jobs.
The TUV SUD Group does not tolerate discrimination and is committed to fairness, respect, inclusion and equal opportunity and it recognises the importance of diversity to its success. The following report provides information on the gender pay gap for TUV SUD Limited, provides an understanding of the gap and what we are doing to address it.
The table below shows our headline median and mean gender pay and bonus pay gap based on hourly rates of pay at the snapshot date of 5 April 2019, and bonuses paidin the year ending 5 April 2019.
Like many other companies within the engineering, science and construction sectors, we have more males in senior positions than women.Women make up nearly a quarter of our workforce, but we note a positive trend in the number of females in the upper pay quartile (from 8.2% in 2017, to 10.7% in 2018 and to 11.8% in 2019).
We were encouraged that the mean gender pay gap had reduced from 29.3% in 2017 to 22.9% in 2018 but note a slight increase to 23.6% in 2019.
We are very encouraged that the mean gender bonus gap has reduced from 54.4% in 2017 to -6.3%% in 2019 and the proportion of females receiving a bonus payment has increased from 10.4% to 41.9% over the same period.
The proportion of females in the upper quartile pay band has increased 8.2% in 2017 to 11.8% in 2019.
Engaging with TÜV SÜD Global initiatives to support our global strategic aim of fostering a culture of diversity.
Rolling out recruitment, equality and diversity and unconscious bias training for all employees.
Engaging with local educational institutions to promote careers in our core disciplines.
Promoting opportunities for flexible working to potential and current employees.
Rolling out a corporate employer branding initiative to increase job applicant diversity.
I confirm that the gender pay gap calculations for TUV SUD Limited are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
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