EasyJet 2015 Annual Report Download - page 40

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36 easyJet plc Annual report and accounts 2015
Corporate responsibility continued
Gender pay
easyJet welcomes the UK's Government's commitment to
address the gender pay gap. The Company agrees that greater
transparency would encourage organisations to give more
consideration to gender pay and help to close the gender pay
gap. However, to be meaningful the pay gap comparisons need
to be made by type of role. Otherwise the statistics, which
should be a useful guide for companies and employees, risk
becoming distorted and losing their value.
As an illustration, female pay as a percentage of male pay
at easyJet – irrespective of the type of role or any other
consideration – is 38.6%. This is based on full-time equivalent
basic salary of active UK employees. This is influenced by
the salaries and gender make up of easyJet's two largest
communities, its pilots and cabin crew. Pilots are predominantly
male and their salaries are higher than for cabin crew, the
majority of who are female.
However, easyJet salaries for equivalent roles are broadly equal
across the genders, reflecting the Company's commitment
to gender equality. Salaries for pilots and cabin crew are
collectively agreed, meaning for example that a female captain's
basic salary will be 100% that of a male captain and a female
cabin crew member's basic salary will be 100% that of a male
cabin crew member.
Within easyJet's management and administration community
female pay as a percentage of male pay is 97% when comparing
equivalent roles.
Disability
easyJet treats applicants with disabilities equally and supports
current employees who become disabled. This includes offering
flexibility and making reasonable adjustments to the workplace
to ensure they can achieve their full potential. However, for
easyJet's two largest communities, pilots and cabin crew,
there are a range of regulatory requirements on health and
physical ability which all applicants and current employees
must comply with.
People reporting
easyJet is currently carrying out a project to improve its
employee data management system. The Company does not
hold sufficient data to report on other aspects of the diversity
of its workforce, such as ethnicity, sexuality, gender identity
or disability.
In the meantime, easyJet is working with its employees and their
representative groups to carry out voluntary surveys on diversity
to better understand the make-up of its workforce and how the
Company can further support its people, particularly those who
may be part of minority groups.
To assist this work, easyJet has recently begun working with
OUTStanding, an organisation which promotes equality and
inclusion for people of all sexualities in the workplace.
WOMEN'S NETWORK
easyJet's Women's Network
started four years ago and this
year it has been re-launched
with a range of new activities.
The group has a mission to
empower and inspire women
across the airline. A large event
was held with the Chief
Executive and members of the
airline's Executive Management
Team. The group has also
heard from a range of external
speakers and female leaders
within the airline.