CDL
CDL gender pay report 2020
CDL recognises that diversity brings together people with a broad range of experiences, perspectives and approaches. This supports greater innovation for our organisation and enables each of us to better understand and support our colleagues, our business partners and our customers. Diversity in all forms is not just ethically the right thing to do, it is proven that diversity is good for business. We are passionate about equality and are committed to take actions to reduce any pay gaps, ensuring at all times our policies and practices are fair and non-discriminatory.

Studies show that IT traditionally suffers with low attraction rates of females (in STEM subjects) from school through to industry. In turn, this influences the number of females that seek and obtain technology roles with us and, over time, the number of females that seek and obtain senior positions.

We have been working hard to put the foundations in place to achieve a long-term gender equal workforce. CDL has committed to collaborating with local government and the education sector. We are actively involved in supporting women in technology initiatives for the region and support local school projects to encourage females to consider undertaking studies and future careers geared towards technology positions in the market. We also work with colleges and digital communities to promote technology as a positive career choice. We are members of Employer forums such as Digital Skills who take positive steps to promote women in Technology.
CDL Gender Split
The following data shows our overall gender split based on a snapshot as at April 2020.
Female Employee
Female
Male Employee
Male
Percentage of Employees 23% 77%
Gender Pay Gap
The following information provides overall mean and median gender pay data at April 2020
Mean Median
Hourly Pay 13.54% 2.51%
We note our pay gap mean and median compares favourably to the 25% industry average in Technology. We recognise that we still have work to do to improve the gap, still we are confident that we set the same salary levels for men and women in the same or equivalent roles.
Gender Bonus Gap
Mean Median
Bonus 100% 100%
Currently, bonuses are only given to those who have reached the top of our banding structure, which only affects the Executive Team. As we have no females on the Executive Team, we note there is a pay gap here. 40% of our Senior Management Team are female and we encourage women to attend our leadership development programmes as part of our career and talent mapping activities.
Proportion of CDL staff by Gender Receiving a Bonus
Female Employee Male Employee
Percentage of Employees 0% 1%
Pay Quartiles
Total distribution of male and female employees broken down in hourly pay quartiles
Female Employee Male Employee
Upper Quartile 17% 83%
Upper-Middle Quartile 28% 72%
Lower-Middle Quartile 23% 77%
Lower Quartile 26% 74%
The Technology industry typically attracts far more male applicants, and this flows through to show a general male bias.

The gender gap in the North’s digital technology sector is continuing to widen, with workforces split 72:28 male to female, compared with a 60:40 in previous years, according to the results of Manchester Digital's annual digital skills audit. The report also highlights male female split in technical roles has increased year on year to 88:12 from 60:40
Statement
We declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Frank Robinson, Director of HR


Useful Supporting Information: Data from Office of National Statistics
Evidence from the ASHE and the Labour Force Survey (LFS) suggests that coronavirus (COVID-19) factors did not have a notable impact on the gender pay gap in 2020, and that changes reported in this bulletin reflect underlying employment patterns.
Among full-time employees the gender pay gap in April 2020 was 7.4%, down from 9.0% in April 2019.
The gender pay gap among all employees was 15.5% in 2020, down from 17.4% in 2019.
The gender pay gap remained close to zero for full-time employees aged under 40 years but was over 10% for older age groups.
Compared with lower-paid employees, higher earners experienced a much larger difference in hourly pay between the sexes.
There was a fall in the gender pay gap within the managers, directors and senior officials occupation group in 2020; this group has previously been identified as having a notable impact on the pay gap.
The gender pay gap was higher in every English region than in each of Wales, Scotland and Northern Ireland.
Since 2016, the gap has reduced among employees working in both smaller and larger (250 or more employees) companies; from 2017, organisations employing 250 or more employees have been required by the UK government to publish and report specific figures about their gender pay gap.