We continue to strive to appropriately reward our colleagues for the excellent service they provide our clients and the ongoing commitment to our modernisation journey. Over the course of 2022-23 we have persisted to seek opportunities to modernise, whether in relation to our working environment, colleague development or our overall employee proposition.
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In 2021 we launched our “Good to Great” (g2G) medium term plan for the future of iPSL, focusing on six main workstreams of activity, and throughout the course of this year we have continued to progress activities within our People & Culture workstream. Although iPSL services a declining payment mechanism in cheque, we continue to seek opportunities to modernise, whether in relation to our working environment, colleague development or our overall employee proposition.
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In 2021, we launched our “Good to Great” (g2G) medium term plan for the future of iPSL, and one of the key deliverables within our People & Culture workstream was to determine whether our existing approach to reward was appropriate to support our Good to Great transformation journey.
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Through 2020, iPSL continued on its transformation journey to world class and we remain committed to employing the best people and ensuring that they are paid equitably, irrespective of gender or any other aspect of diversity.
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As iPSL continues its transformation journey, we remain committed to employing the best people and ensuring that they are paid equitably, irrespective of gender or any other aspect of diversity. Last year, we demonstrated an improvement in three of the four main reporting categories (mean and median gender pay gap, and mean bonus gap) and are able to confirm the same again this year.
You can read our full report here.
At iPSL we are committed to employing the best people and ensuring that they are paid fairly, irrespective of gender or any other aspect of diversity. Last year, in accordance with new legislation, we reported our gender pay gap for the first time at 27.57% and can announce that our mean gender pay gap has reduced to 27.05% for the 2018 reporting period.
Read our full report here.
As an employer we always communicate with our employees in an “open, honest and transparent” manner and continually strive for a diverse and inclusive culture. For that reason we welcome the opportunity to formally report on our gender pay gap. At 27.57%, our mean gender pay gap is smaller than the indicative average for the financial services industry, but is still higher than the UK average for all industries. Therefore, it’s important that we look to understand what’s driving our pay gap and what we can do to improve it.
Read our full report here.
