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    From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.

    The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’. Employers must both:

    • publish their gender pay gap data and a written statement on their public-facing website
    • report their data to government online - using the gender pay gap reporting service.

    At Envigo, we have firm and positive views around the type of place we want our company to be. We strive to be “the best place to work” for the circa 3,095 colleagues who support our business globally. Part of making this aspiration a reality is a continual assessment of our reward offering to colleagues – this covers both pay and benefits, and we look to improve both whenever and wherever we can.

    So, of course we were pleased to support the UK Government’s request to benchmark gender pay. We employ some 1,672 colleagues who live and work in the UK, and we were asked to share our Gender Pay Gap. The reporting requirement means that Envigo are required to publish the following figures annually:

    • Gender pay gap (mean and median averages)
    • Gender bonus gap (mean and median averages)

    We have shared our results with Her Majesty’s Revenue and Customs and that information can be found on their public website. For our UK business as a whole we do have a gender pay gap – this means that the median woman receives 10.06% less pay than the median man. For clarity the median means the colleague right in the middle. There is also a gap when looking at the mean or average pay men and women receive in the UK business – this is 14.16%. Both of these figures have improved from last year’s figures. The median figure has reduced slightly by 0.02% whilst the mean figure has reduced by 1.84%.

    Like many UK businesses, and in keeping with our commitment to act upon the results of last year’s engagement survey when it comes to giving our people a fair deal, we are concerned about these gaps and recognise the need to look for ways in which to close them. The biggest current driver of our result of 10.06% on median pay is due to the split of men and women in the more senior roles in the business – for the highest paid quarter in the UK we have 47.96% women and 52.04% men. Again, these figures have changed from last year (44.3% women and 55.7% men).

    In the first instance, this data shows us that we must continue to do more to attract women into senior roles across the company and ensure our pay scales are equal. One way to achieve this will be by ensuring balanced candidate lists, particularly for internal promotions. We have now introduced a global career framework for our job families across the company and a new set of management competencies have been introduced. During this year we will continue to embed these frameworks into the business. The will allow us to support everyone with the key skills needed to contribute to the success of Envigo.

    We are certain that where men and women carry out equal work they continue to receive equal pay for doing so – this exercise of reporting on Gender Pay is not testing that principle.

    The Gender Pay Gap at Envigo will be updated each year and we will refresh that data on our own website and with HMRC when required.

    We are committed to reviewing these results to identify if we have any specific issues to address. In the meantime, please let me know if you have any other questions or click here for further information: gender-pay-gap.service.gov.uk/public/assets/pdf/gender-pay-gap-explained.pdf

    Lisa<br>Roberts, Customer Service Director, North America

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    Roberts

    Customer Service Director, North America

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