IQVIA UK 2018 Gender Pay Gap Results

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:

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.

Gender Gap quartiles table 2018

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:

  1. Recruitment: Our recruiting process actively seeks to consider a diverse range of candidates at all levels of the company. The company will continue to strive for consideration of a diverse slate of candidates for all positions. In addition, IQVIA is committed to hiring individuals with diverse backgrounds and experiences from within and outside the organisation for positions at all levels.
  2. Development & Progression: IQVIA is focused 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. We will continue to consider a diverse slate of candidates for progression through our succession planning process.
  3. Engagement: Encouraging a positive culture within our organisation, including on gender balance, is important to us and there is more we are doing and will be doing to support this, including raising awareness of the gender split at different levels of our business, having flexible working policies in place and rolling out the Women's Inspired Network.
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