On 29 March 2019 the IQVIA™ UK business published its second Gender Pay Gap report for the 2017-2018 performance year. Our full report, as submitted, can be viewed at the following link: http://iqvia.com/2018GPGReport
Our gender pay results, which include all legal entities under the IQVIA UK business from 2017-2018, are as follows:
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.
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 900 IQVIA colleagues.
Our 2018 gender pay gap figures, which we are now reporting in our second report, are based on payroll data from April 2018 (the month after our first report was published). Therefore, the initiatives we put in place earlier in 2018 did not impact our second year’s figures, meaning our 2018 gender pay results are broadly the same as in our first report. 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.
We are committed to maintaining a culture of inclusion for all our employees and improving our gender pay gap results. As such, our business continues to focus on three core areas:
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Please note that forms have been updated on SC9 PROD, it may be good to update the SC9 DEV forms with SC9 PROD.