IQVIA UK 2019 Gender Pay Gap Results

On 17 April 2020 the IQVIA UK business published its third Gender Pay Gap report for the 2018-2019 performance year. Our full report, as submitted, can be viewed at the following link: http://iqvia.com/2019GPGReport

Our gender pay results, which include all legal entities under the IQVIA UK business, are as follows:

Median Mean Gender Pay Gap bar chart

Median_Mean_Gender_Bonus_Gap

In the above chart, the term ‘median’ represents the comparison of the middle number in a sorted list arranged in value order from lowest to highest for each gender. The term ‘mean’ represents the comparable average hourly earnings by gender.

proportion receiving extra pay comparison chart 

The following chart shows the gender distribution (balance of female and male employees) and corresponding pay gap in our business across four equally-sized pay quartiles, each containing approximately 1,002 IQVIA colleagues.

Pay Quartiles pie charts 

Our 2019 gender pay gap figures, which we are now reporting in our third report, are based on payroll data snapshot from 5 April 2019. Our 2019 gender pay results are broadly the same as in last year’s report: a number of initiatives have been identified and implemented, or are in the process of being implemented, to support us moving to a more gender balanced organisation overall. These changes should start to impact on our gender pay figures in future years.

Our ongoing commitment

IQVIA remains committed to creating an environment and culture for everyone to make an impact and grow, with career opportunities, flexibility and support – an inclusive, supportive, and innovative workplace.

Below are some of the activities we are focusing on:

  • Recruitment: our recruiting activities seek to consider a diverse range of candidates at all levels of the company. Our recruitment team have encouraged more males and females to apply to the full range of available positions. We have educated our recruiters, carefully considering the wording in job descriptions, where appropriate, stating flexibility in location or hours for the role. We attend various external events to promote careers at IQVIA, including women in tech events and updated our Hiring Excellence training to raise awareness of gender diversity amongst hiring managers.
  • Development and progression: IQVIA is focussed on having a diverse pipeline of talent moving up our organisation and providing opportunities for all employees to develop within a role as well as towards their next role. Mentoring, training and internal career fairs across different parts of the organisation are different tactics we continue to promote across the UK.
  • Engagement: encouraging a positive culture within our organisation, including on gender balance, is important to us. Our leaders have a key part to play to ensure we have a culture to actively foster engagement for all. In addition, we have supportive flexible working policies in place and the Women's Inspired Network now has three active chapters in the UK (London, Reading and Edinburgh), which all employees can join.

IQVIA UK is a broad and diverse business, which attracts talent from a wide range of diverse fields connected to the life sciences and technology sectors. Our priority remains to ensure our actions are working towards promoting a more gender balanced organisation.

IQVIA is committed to maintaining a culture of inclusion in which people from all backgrounds can fully contribute to the growth and success of our business. Attracting, developing and advancing diverse talent at all levels is critical to our business and an essential element of our inclusive, innovative workplace. 

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