Concur UK 2019 Gender Pay Report


At SAP Concur UK we believe in treating all employees fairly, regardless of gender, age, race or other protected characteristics. We continue to support the gender pay reporting legislation and believe it will help all companies continue to focus on this important topic. In today’s world, it is correct that all companies should strive to reduce gender pay gaps.

The full report can be found here.


Foreword


Here at SAP Concur UK, we believe that addressing the gender pay gap speaks for our culture and purpose. Our commitment to diversity and inclusion ensures every employee has a chance to reach their full potential. Flexible working remains a big part of our way of working, enabling employees to work in ways that suits them and their personal commitments. Ultimately, we aim to give maximum flexibility to our employees, allowing them to work where they need, at a time that suits them.

We continue our journey of equality, which is heavily implemented in our approach and strategy; moving in the right direction by creating meaningful initiatives and improving benefits for our workforce.

We recognise the substantial amount of time that change takes, however, we are proud of our progress up to this point and we will continue to make diversity and inclusion a priority, being a part of the future changes and gender revolution in the technology industry.

SAP Concur UK continues to think of innovative and effective ways to close the gender pay gap to attract and retain female talent from our internship programme to leadership roles. Continue reading to learn more about these initiatives and our future goals.

Meghan McCarthy, HR Director for SAP Concur UK


Female Employees as a % of the Workforce


Concur Technologies UK Ltd (SAP Concur UK), part of the wider SAP Group, comprises just over 500 employees. We want to lead by example and are fully committed to gender pay equality. We continue to develop policies and practices to ensure we are a fully inclusive workforce.

Overall, SAP Concur UK has continued to increase the total number of women in the workforce, with 42% of the workforce being female, a positive increase over last few years. The largest increase in female share can be seen in our more senior workforce, particularly at our Senior Manager and Manager/Expert levels.

What is the gender pay gap?

Whilst they sound similar it should be noted that a “gender pay gap”, and an “equal pay gap” are very different things.

  • Equal pay measures whether male and female employees are paid equally for carrying out essentially the same role, or work of equal value. Legislation surrounding this has been in existence in the UK since 1970. SAP regularly monitors processes and procedures to ensure we pay men and women equally. The last internal audit was carried out in January 2018.
  • Gender pay measures a completely different metric. What it actually measures is whether there is an equal representation of men and women at all pay levels of the organisation. A skew towards one gender in the most senior roles will result in a gender pay gap.

Pay Gap Analysis


This shows the difference in hourly rate of the overall female population compared with the overall male population:


Mean:

2017: 37.3%

2018: 42.1% 

2019: 30.8%


Median:

2017: 27.9%

2018: 30.7%

2019: 24.3%


  • With the continued increase in the total number of female employees in the workforce, this has led to a further decrease in the median gender pay gap, which now sits at 24.3%, a reduction of 3.6% over two years.
  • The mean Gender Pay Gap has also reduced.

Proportion of Employees Receiving a Bonus


Men:

2017: 93.2%

2018: 90.2%

2019: 87.9%


Women:

2017: 84.8%

2018: 87.6%

2019: 93%

  • 93% of women and 88% of men received a bonus.

Bonus Gap Analysis


This shows the difference in bonus size of the overall female population compared with the overall male population.


Mean Gender Bonus Pay Gap:

2017: 48.4%

2018: 60.7%

2019: 46.5%


Median Gender Bonus Pay Gap:

2017:  49.9%

2018: 41.5%

2019: 41.2%


  • Our median gender pay gap has remained flat at around 41%.

Proportion of Workforce in Each Pay Quartile


This shows the distribution of employees across SAP Concur UK.

There has been no significant change in the percentage of female employees in each pay quartile:


 Percentage of Female employees:


Lower

Lower
Middle

Upper
Middle

Upper

2019

50%

48%

38%

29%

2018

52%

50%

38%

28%

2017

50%

50%

36%

29%



Our Journey and Commitment Towards Gender Balance


Women in Leadership


SAP globally, as well as in the UK & Ireland, is committed to gender balance and we proactively look at how we can increase the proportion of female employees in our workforce, particularly the number of women in senior roles. We have global Women in Leadership (WiL) targets, which gradually increase year on year. SAP globally committed to reaching 27% WiL in 2019 and this increases by 1% each year to reach 30% WiL by 2022. At SAP UK & Ireland, our WiL rate is currently 28.9% against the global annual target of 27% for 2019.

This year saw Jen Morgan appointed as a Co-CEO of SAP, setting the tone and role modelling SAP’s commitment to gender balance from the top. Jen actively champions women in leadership via her “A Call To Lead” podcast campaign, in which she interviews modern leaders and gets them to share their personal leadership journeys to inspire others to find the leader within.

“Bring everything you are, become everything you want” is a core value at SAP, recognising the power that a diverse workforce brings to our business, such as the different perspectives that this brings to problem solving, innovation and the creative process. We also recognise that in order to be best positioned to support our customers and to thrive in the marketplace, our workforce needs to reflect the diversity of perspectives that our customer base represents. Diversity and Inclusion is therefore a key pillar of our People Strategy at SAP.


Our Culture


At SAP UK & Ireland, we are actively building a culture that not only supports, but also encourages flexible working to enable our employees to achieve work life integration. We believe offering flexible work is key to attracting a diverse workforce. We have started a campaign to educate our employees on the types of flexible work options that are available to them and the benefits of flexible working to both them and SAP.

We also ran an event on Father’s Day celebrating the role father’s play in childcare and encouraging our male employees to utilise paternity leave and other types of family leave available, to enable them to take an active role in childcare.

To take this a step further, we are now in the process of increasing our paternity leave offering. By helping to break down gender stereotypes and cultural norms around childcare, we can help to drive change in gender balance both at SAP and beyond.


Attraction & Retention


We also have a focus on ensuring that our talent pipelines are gender balanced. Our Sales Academy, which hires early talents starting out on their career journey, recruits at least 50% of female employees at each intake and we proactively run at least one female talent win event each year to attract experienced female talent.

In addition, we have been running a social media campaign, “#WomenWhoRock”, which showcases women from different board areas, countries and career levels across SAP to highlight SAP as a female friendly employer. We are in the process of exploring how to implement a “Return to Work” Programme, which would focus on attracting experienced talent into the organisation who have taken a career break to focus on caring responsibilities.

‘Focusing on your physical strength and health can transform your mental health and resilience, helping you achieve your goals both at work and at home.’ Lyndsey Rowe – Chief of Staff, COO UKI.


Initiatives


Recognising that women over the age of 50 are the fastest growing population in the workforce, and looking at research that highlights the impact that the symptoms of the menopause can have on women’s ability to work, as well as their general wellbeing (such as increased absence levels, increased levels of stress, being less able to concentrate or even feeling the need to resign if they are struggling to manage their symptoms) we have started to invest in educating our employees and managers about how they can support employees through this sometimes challenging period.

We are in the process of setting up a confidential support service for female employees and spouses / partners of our employees that are struggling with the menopause inside and outside of work. This provides them with a personal support plan to help them manage their symptoms as well as ongoing advice and support from a trained NHS menopause practitioner. The aim is to support retention of women in the organisation, as well as invest in and support our employee’s wellbeing, by alleviating the physical, mental and emotional problems that can increase employee turnover.

In addition to this, we have an established Business Women’s Network, which offers ongoing events throughout the year to support female employees’ career advancement through networking, coaching and event attendance. Recent events have included Unconscious Bias workshops and talks by inspirational leaders around how they have driven their career and overcome barriers, including Felicity Ashton, the first woman to complete a solo trek across the continent of Antarctica. SAP has ‘Women@SAP’, a globally run SAP development collaboration site, which supports high potential female talent fast track their careers in people leadership.


#WomenWhoRock


“There is a strong culture of respect and opportunity to advance at SAP, irrespective of gender. I see this in particular in my business group where there is a high representation of female leadership. I have been positively encouraged to take on stretch projects and development opportunities while also being given the support and coaching to succeed in these roles. SAP has focused on unconscious bias training and this, together with initiatives such as mentoring, strong manager support and the BWN community means there is equal opportunity for all in a supportive environment. I certainly feel valued, respected and know that I have the opportunity to continue my career growth at SAP.”

Kerry Bentley, Senior Marketing Director, SAP Concur Enterprise UK


“SAP has been spurring me on for many years – I came into the business through an acquisition back in 2008. When I moved into the “core business” in 2009, SAP spent a few years rectifying the pay gap which they inherited and which was significant. Some of that was down to company pay scales, some was clearly down to the gender & equal opportunities challenges we see all over in the media today.

Since then, I found encouragement, open doors and empowerment in all the areas I have worked with and I am proud to encourage all colleagues I work with to dare to try & to leap forward – someone will be here to celebrate your success and to support you no matter where you land!”

Stephanie Bethgnies, VP Service Delivery, UK & Ireland, SAP Concur Services UK&I


Summary


At SAP, our purpose is to help the world run better and improve people‘s lives. With over 100,330 employees representing over 145 nationalities contributing to the success of SAP, we understand that it is the unique perspective of every individual that makes SAP a more innovative, dynamic and flourishing organisation. Creating a diverse and inclusive culture is the foundation that makes SAP both a great place to work and a successful company.

We know that our gender pay gap is driven by a lack of women in senior roles and addressing this imbalance will not be immediate, but rather a journey that will take many years of focus and investment. There is a skills shortage in certain areas (e.g. highly technical consultants) and the majority of applicants for these roles are men. In addition, women are still under-represented in the technology industry in general.

This is a long standing challenge across the technology industry that we have been trying to proactively address for several years and we continue to proactively address. We believe that the actions that we are taking are having impact and with the commitment that we have, we will close this gap over time.

Our efforts, and the targets we aspire to, show an ongoing commitment from SAP to continue to drive the changes required to address the gender pay gap by creating a more balanced workforce and working hard to remain an ‘Employer of Choice’.

We confirm the data reported is accurate.



Chris Juneau   

Chief Marketing Officer – SAP Concur UK Company Director


Meghan McCarthy 

HR Director, SAP Concur UK (SAP UKI), UK Board Member