6 advisors in The Times Top 50 Employers for Women

23 April 2015 Consultancy.uk

The Times, in cooperation with Opportunity Now, published the 2015 edition of its Top 50 Employers for Women list, celebrating the organisations that lead in workplace gender equality. Among the top fiftty UK employers are six firms active in the management consultancy industry: Arup, Capgemini, EY, KPMG, McKinsey & Company and PwC.

The Times Top 50 Employers for Women
Every year, The Times, in partnership with Opportunity Now, the workplace gender campaign from Business in the Community, publishes its Top 50 Employers for Women list. The list celebrates organisations that “demonstrated that gender equality is a key part of their business strategy, with consistent commitment to progressing women in the workplace that covers their entire organisation, not just isolated areas.”

To qualify for the list, organisations submit detailed information on their internal procedures, as well as on their external activity to promote gender equality, diversity and inclusion and to create opportunities for women in a wider context. The submissions are then compared to a framework of best practices and assessed by gender diversity experts within Opportunity Now after which 50 organisations are chosen as the top employers.

Top 50 eployers for women 2015

The fifth edition of the top 50 list is a diverse list and includes among others banks, law firms, retail organisations and housing associations. Six firms active in the consulting industry also made the prestigious list: engineering consultancy Arup, professional services firms Capgemini, EY, KPMG and PwC, and strategy consulting firm McKinsey & Company.

ARUP | Capgemini | EY| KPMG | PwC | McKinsey & Company

Kathryn Nawrockyi, Opportunity Now Director of Business in the Community, says: “Congratulations to companies on being included in The Times Top 50 Employers for Women 2015. They have recognised that putting inclusive behaviours at the core of what they do and making gender equality a business priority not only benefits the women they employ, but also the organisation as a whole and the clients, customers and communities they serve. Their dedication and commitment to driving change should educate and inspire other employers to make a difference, whatever their size or sector.”

×

Women remain underrepresented in UK's hospitality industry leadership

12 April 2019 Consultancy.uk

Female engagement at the top level of the UK hospitality industry is still lagging, with the vast majority of decision-making roles continue to be held by men. Only 7% of the industry’s FTSE 350 CEOs are women; however, the pay gap in hospitality and leisure is far better than in other industries, at a median of approximately 7%.

The hospitality, travel and leisure (HTL) sector is one of the UK’s largest employers, with 3.2 million people working in its segments. Despite a poor 2018 in terms of tightening consumer spending, the industry is still one of the top sectors in terms of economic activity, hitting £130 billion last year – besting the UK’s automotive, pharmaceutical and aeronautical sectors’ combined activities.

While the industry is one of the country’s largest employers, it still faces considerable issues around diversity at the top. New analysis from PwC has explored the matter, as well what initiatives the industry has engaged to open up its top ranks to a more diverse background.

Female representation at board level for UK companies and HTLs

According to a survey of CEOs, Chairs or HR Directors of over 100 of the most significant leisure businesses across the UK, the hospitality industry has a relatively male-dominated top level. This lags behind the FTSE 100, where companies have female board level representation at 32.2%. Meanwhile, the figure for the combined executive committee and direct reports stands at 28%. This is well above FTSE 250 levels, where female board level representation stands at 22.4% and executive committee & direct reports stand at 27.8%.

For the hospitality industry as a whole, board level representation came in at 23.6%, with FTSE 350 for the industry performing slightly better at 25.1%, while non-listed companies performed considerably worse at 18.2%. The firm notes that the figures hide that while some companies are making strides to improve equality, others are not moving forward – with the positive result reflecting more often the good work of some, while others are not taking the issue seriously in their agenda setting.

Blind spot

The study states, however, that while the overall numbers are relatively strong, the industry has a number of acute weaknesses. These include CEO numbers, with only 7% of HTL FTSE 350 companies helmed by women and 11% of non-listed companies led by female CEOs. Meanwhile, female chairs at FTSE 350 companies for the sector stand at zero. In terms of wider diversity representation, only 1 in 33 leaders at industry companies is from a BAME background.

Pay gap for HTL and hospitality

The report noted discrepancies between FTSE 100 companies and FTSE 250 in terms of improving the number of women at executive level. The majority have met the Hampton-Alexander Review target of 33% women at board level, up from around 25% in 2016. However, the remaining ~40% are not on target, and are unlikely to meet the target by 2020. A similar trend is noted when it comes to executive committee and direct reporting numbers.

Jon Terry, Diversity & Inclusion Consulting Leader at PwC, said, "To make real progress in diversity and inclusion, businesses need to elevate it onto the CEO’s agenda and align diversity & inclusion strategy to the fundamentals of the business."

Tracking progress FTSE 250 level

However, one area where hospitality travel and leisure companies are outperforming other companies in the wider UK economy, is the mean and median pay gap between men and women. PwC found that the median of the wider UK economy comes is approximately 14% – with upper quartile companies noted for a gap of low 20%, and lower quartile companies noted for differences of around 2%.

The median pay gap for HTL comes in at well below 7%, with the median close to parity. There are considerable differences, however, with hospitality at 7%, while travel comes in considerably higher, at 22%. The latter figure reflects fewer women in higher paid pilot and technical positions within the industry.