Photo by Joao Carlos Medau/Flickr
Airbus has exposed its gender pay gap in the United Kingdom, reporting that 20.4 percent difference between the pay for its female and male staff at Airbus Defence and Space.
The company reported 20.4 percent as its median gender pay gap in terms of hourly pay – calculating the difference between the midpoints in the ranges of women’s and men’s who paid.
It said that the overall gender pay gap of the company in the United Kingdom is “largely a result” of the high number of men that are in senior leadership positions and lower number of men that are in more junior non-manufacturing roles.
The company gave figures across both the Airbus Operations and Airbus Defence and Space in the United Kingdom, with a mean gender pay gap of about 19.1 percent at the latter.
The median pay for its female employees at the Airbus Operations was 0.3 percent higher as compared than its male employees, while the mean was lower by 2.3 percent. Airbus said that the notable difference in gender pay gaps between the two organisations was established to “clearly distinct workforces.”
The helicopters arm of Airbus currently falls below the threshold of the regulations. However, the firm said that the information would be disclosed in future years.
The company said that it largely operates within the engineering and manufacturing sectors, and is reliant on engineering students who are qualified. Applications from women into relevant degrees at the university had grown. However, Airbus said that they remain at only 15.2 percent in aerospace engineering, and 26.8 percent for general engineering.
It has established a target for increasing the number of women that it recruits across the company to 30 percent per year.
The government is requiring all companies with over 250 employees to report their gender pay gap figures by April. At present, 734 companies of about 9,000 that are required to do so, have published the figures.
According to the government, the median gender pay gap that is identifying the wage of the middle earner is the best representation of the common gender difference. The mean takes into account the high and low earners within an organisation.