Under the UK government’s Gender Pay Gap Information Regulations, all legal entities in Great Britain with more than 250 employees are required to report their gender pay gap.
Although most of our individual UK companies (including Halma plc) do not directly employ more than 250 employees, we are voluntarily reporting the Gender Pay Gap figure, based on combined data for the employees in two of our largest regions – the UK and USA.
We are pleased to report a mean (average) pay gap of 15.7% as at 31 March 2024, which is a reduction from the 31 March 2023 figure of 17.9%. We are also encouraged to see the steady year-on-year reduction from 25.9% in 2021, when we started publishing this figure. We however recognise that there is further work to be done.
We have a gap in favour of men as we have more male senior leaders, who are in higher paid roles, alongside having more women in hourly paid positions. However, we continue to see improvement in representation of women at senior levels, which is one reason for the reduction in the gap.
Our Global Parental Leave policy and Halma Catalyst Programme are aimed at supporting women across different roles, functions and geographies of our business and as we focus on the ability to attract, hire and retain diverse talent, we are confident that progress will continue to be made.
Halma is a diversified global portfolio of nearly 50 small- to medium-sized companies and together we’re working towards equal and fair representation of women. Only one of our UK companies is required by legislation to publish gender pay gap data — Apollo. You can see how Apollo is working to narrow the gender pay gap in their company by reading their gender pay gap report in full here.
Note: While Halma group employs more than 8,000 people globally, these are mostly directly employed by the companies owned by the group, not by the ‘Halma’ legal entity in the UK.
