Foreword
在过去的一年里，Anaplan增加了我们的地理足迹，并在英国的劳动力增长了18％。随着我们公司继续增长和招聘顶级人才，我们仍然致力于提供各种性别支付平价的数据透明度。我们的目的是让人们贡献他们最好的自我，它从创造一个安全，包容性和公平的工作场所开始。
我们第一次薪酬差距分析的结果表明Anaplan具有性别薪酬差距。然而，我们的领导团队致力于确定这种差异的原因，并将制定整体政策和计划，这些政策和计划将有助于缩小差距随着时间的推移。
“我们创造了一种人们所遇到的文化，而随着我们的增长，我们必须保持超专注于不会失去景象。”
- Sherika Ekpo，首席多样性和包容官
Our values
Anaplan is committed to diversity, equity, inclusion, and belonging within our workforce across our company. We put our values at the forefront of everything that we do. As we submit our inaugural gender pay gap report in the UK, we remain focused on six key values that are integral to our diverse company culture:
OPENNESS
AUTHENTICITY
INCLUSIVITY
合作
CREATIVITY
TENACIOUS
Anaplan seeks to hire the best people who are additions to our culture. However, as a company within the technology industry, our demographic is similar to other tech companies where males dominate senior positions. We are proud that 50% of our global executive leadership team features women in key positions, such as Chief Development Officer, Chief People Officer, and Chief Strategy Officer. Inclusivity is at the core of Anaplan as we collaborate with technology solutions and partners to help drive our diversity and inclusion strategy.
Background to the Gender Pay Gap
The Gender Pay Gap Regulations came into force by the UK Government in April 2017. All companies operating in the UK with a headcount of at least 250 employees are required to publish their data each year. Anaplan reached this milestone in 2019. However due to the COVID-19 pandemic, the reporting requirement for that year was cancelled and the 2020 data submission deadline was postponed to October 2021. As a result, Anaplan is publishing its first report now.
The gender pay gap is the difference in the hourly pay of all male and female employees in an organisation. This figure can be shown as a mean number (average number) or median number (whereby a figure is taken from the middle value within a range of hourly earnings). This is different from equal pay which is focused on whether men and women are receiving the same salary for the same or equivalent work. While men and women might earn the same for similar work, having more men in senior positions results in a gender pay gap disparity.
Our Results
Our inaugural results show a gender pay gap of 14.3% on hourly rates, and a bonus pay gap of 50.9%. Our gender pay gap is driven by a predominantly male employee population across all of our four quartiles increasing to 82.3% in the upper most quartile; of the ten highest paid employees only two are female. While all job roles are eligible for a bonus, any recent new starters at the time when the data was taken would not have received a bonus payment.
Our results are typical of a company in a state of hyper-growth and a sector with a predominantly male workforce. As we grow, we are laying the foundation for that continued growth within our compensation philosophy, benefit offerings and employee development programmes. We see ourselves at the start of a journey which will develop over time.
Our commitment
Building a diverse, equitable and inclusive workforce is a multi-year process that will require consistent examination and analysis. As a planning company, we not only embrace this opportunity to analyse our own data, but we are setting a higher bar for ourselves.
今年，我们与ParAdigm合作，以提供领导培训，以解决工作场所存在的有意识和无意识的偏见。此外，我们还集成了一个增强的写作平台，旨在推荐性别中性语言，并在我们的招聘过程中产生一致和包容性的工作描述。这些工具创造了一种可靠的结构，促进了一致性和性别股权。
Anaplan has always and will continue to analyse gender pay as we grow. We have identified key stakeholders who will help us to close the gap over time. These stakeholders are integral to the employee lifecycle within Anaplan, and we are committed to prioritising the gender pay gap through initiatives which are part of our overall people strategy.
Talent Acquisition
Ensure sourcing from a larger talent pool to provide greater options for Anaplan to attract diverse top talent.
Talent Development
构建Anplan员工的核心竞争力和专业技能，将为妇女创造妇女提升到高级领导职位并留住各级人才的机会。
Inclusion, Equity and Belonging
Review and introduce new programmes and policies that encourage representation and participation of women and diverse groups of people at all levels. We will also conduct a landscape analysis to identify gaps that will help inform our future Inclusion, Equity, and Belonging (IEB) Strategy.
Anaplan’s leadership team is fully committed to the continuous review of the gender pay gap and we hope to see more progress in the coming years.
Our declaration
We confirm that the information and data provided in this report is accurate and in line with mandatory requirements.
Christopher Baker, Managing Director EMEA
Jack Whyte, SVP Applications Engineering