DXC TECHNOLOGY GENDER PAY GAP REPORT

DXC Technology gender pay gap report

In 2017, the UK government introduced gender pay gap reporting legislation, meaning that all companies with more than 250 employees must report their gender pay gap statistics annually. The method of reporting these statistics is set out by the relevant regulations, and this is the second year in which companies have been required to report.

The technology industry historically shows a gender pay gap greater than the average for all companies in the UK: In 2018 the average mean gender pay gap in the UK was 18 per cent, while in the technology sector it was closer to 25 per cent.

As a company, we welcome the focus that this legislation brings on the matter. At the same time, it is important to understand what the statistics mean.

The statistics that we publish give you a view of the gender balance within an organisation at a particular point in time. Please note that the data is backward-looking. The pay gap percentages measure the difference between the average earnings of all male and female employees, irrespective of their roles and experience.

DXC Technology continues to recognise its responsibility to hire, promote and nurture our employees from all backgrounds and regardless of gender. At DXC Technology, our gender pay gap reflects the industry-wide results, and detailed analysis of our own data clearly indicates that the gender pay gap at DXC is a consequence of a majority of our employees being male, with a higher proportion of male employees in the company’s top job levels. This is an imbalance that the company is striving to address as a strategic priority.

Our summarised statistics, effective April 2018, are outlined below, covering all DXC UK employing companies combined. 

 To view the full report breakdown, please click here.[j1] 

Since the average gender pay gap highlights the specific issue that we and the technology industry face in promoting and recruiting women to leadership roles, we are committed to taking steps to address this. Such steps include dedicated training, networking and sponsorship programmes.

In the past year we have made strong progress in laying the foundations to address some of these fundamental issues, and we recognise that there is still more to do.

• At a regional level, we have set up a Diversity Steering Group with senior executive participation and sponsorship to drive and lead all elements of our Inclusion and Diversity activities.
• In October 2018, we launched the Maximise Programme for a group of high-potential women to provide them with clear career paths and to support their development in our organisation.
• Globally, the Accelerate Programme is providing a forum for development of high-potential women leaders into senior executive roles.
• DXC Technology continues to actively encourage women at the start of their careers through our STEM Ambassador volunteer programme. Twenty colleagues have become STEM Ambassadors in 2018, delivering a variety of activities ranging from virtual-reality “hands-on” workshops in schools, to inviting teachers to a presentation about the importance of online presence. The programme is dedicated to helping accelerate the future careers of young people. 
• DXC Technology’s charitable foundation has directly sponsored hackathon competitions with STEMettes in Glasgow, Chorley and Newcastle in 2018 and 2019. These events are inspiring 240 young women aged between 5 and 22 to break down role-based gender stereotypes and learn digital and computer coding skills.
• As a company and in our operating region we actively support International Women’s Day. This year’s celebration included a range of communication and social media activities designed to raise awareness of the day and give attention to the achievements of women at DXC Technology.

DXC Technology continues to pride itself on creating a flexible and accommodating working environment that enables all our employees to enjoy a healthy work-life balance and take advantage of opportunities for career advancement.

 Further employee resources and guidance may be found using the following links:

• Take charge of your Career Development.
• Review the DXC approach to Inclusion and Diversity.
• Access the complete library of DXC policies.
• For all other queries, please visit HRConnect.