HARPERCOLLINS GENDER PAY GAP REPORT 2019

OVERVIEW

This is our third gender pay gap report,

and since our last report we have reduced

our median pay gap from 10.2% to 8.8%.

There is still more to do but a commitment

to diversity, inclusion and creating a

culture of belonging runs through every

part of HarperCollins. We continue to

focus on reducing our pay gap and

creating positive change through new

initiatives and a supportive culture.

The key determining factor of our pay

gap continues to be the shape of our

workforce. As committed in previous

reports, we have put into place activity

and improvements that we believe will

have a positive long-term effect on our

pay gap, and the work continues. We

have already equalised enhanced shared

parental leave this year for men and

women and will soon increase provision

up to 20 weeks, as well as building on

the success of our parenting network

and learning group, iReturn. Two years

ago, we introduced blind recruitment

and have recently extended mandatory

unconscious-bias training to every hiring

manager, and will now also implement a

skills-based and gender-neutral language

application tool.

We remain focused on increasing entry-

level pay and are supporting career

progression through the introduction

of a leadership diploma for senior

managers, currently made up of 71%

women, and by offering career-path

guidance on our in-house learning and

development platform.

We continue to support and encourage

women to progress within the company

and to realise their full potential, while

also seeking a more balanced gender split

across the business. As this year’s report

shows, progress is being made, and with

the implementation of ideas as detailed

above, and the support and engagement

of our colleagues, we will continue to

work to reduce our pay gap.

‘Our talent is what drives our success -

diversity of perspectives andbackground

is central to this. At HarperCollins UK

we are passionate about creating a

collaborative and open culture where

everyone is supported to reach their

full potential.’

I confirm that the information reported in this document is accurate and meets the requirements of the Equality Act

2010 (Gender Pay Gap Information) Regulations 2017

John Athanasiou, Director of People

HARPERCOLLINS GENDER PAY GAP REPORT 2019

MEDIAN AND MEAN PAY EXPLAINED

MEDIAN – Mid point

THE MEDIAN M vs F

Total number of male employees Total number of female employees

Sum of male hourly rates Sum of female hourly rates

VS

Lowest paid Highest paid

MEAN – Average

WHAT IS THE GENDER PAY GAP AND HOW IS IT CALCULATED?

The gender pay gap is the difference

between men’s and women’s average hourly

pay across an organisation, expressed as

a percentage. It is reported as a mean and

median figure, based on those working on a

given day (5 April, 2019).

The gender pay gap should not be confused

with equal pay, which is a direct comparison

of two people or groups carrying out the

same or equivalent role.

FEMALE MALE

HARPERCOLLINS GENDER PAY GAP REPORT 2019

83%

89%

(2018: 80%)

(2018: 84%)

PAY & BONUSPAY QUARTILES

MEDIAN (Middle)

Difference between men and women

MEAN (Average)

Figures illustrate the gender distribution across HarperCollins in equally sized quartiles

100

%50

%0

%

36% 28%

34% 42%

64% 72%

66% 58%

LOWER MIDDLEQUARTILE 2

UPPER MIDDLEQUARTILE 3

UPPERQUARTILE 4

LOWERQUARTILE 1

FEMALE:

MALE:

PROPORTION OF EMPLOYEES RECEIVING A BONUS

FE

MA

LE

MA

LE

(2018: F64% M36%) (2018: F71% M29%) (2018: F68% M32%) (2018: F55% M45%)

PAY GAP

BONUS GAP

8.8%(2018 : 10.2%)

51.3%(2018 : 16.5%)

16.3%

15.9%(2018 : 11.5%) (2018 : 56.5%)

OUR RESULTS

All employees are eligible to receive a bonus; this does not include new joiners not yet

eligible to join the scheme, and the gender mix of those people is reflected in the proportion of

employees receiving a bonus payment.

HARPERCOLLINS GENDER PAY GAP REPORT 2019

EXEC. COMMITTEE GENDER SPLIT

OVERALL COMPANY GENDER SPLIT

THE SHAPE OF OUR WORKFORCE

HarperCollins UK is a major employer of women,

with a gender split of 65% women and 35%

men on 5th April 2019, and it is the shape of our

workforce that causes our gender and bonus

pay gaps. Women make up the majority of every

quartile of the company, including the upper

quartile – which includes our gender-balanced

Exec Board. However, we have a higher proportion

of men in our upper quartile which contributes to

the pay gap.

We aspire to see a more equal gender balance

throughout our business, by continuing to support

and encourage women’s progression to the

highest levels, and also attracting more men into

entry- and mid-level roles. We have made progress

at the top, with an increase of 3% of women in

our upper quartile, which has directly influenced

the improvement in our pay gap, whereas the

proportion of men and women in the lower

quartiles remains static.

We have a culture of flexible working at

HarperCollins. 21% of women work part-time

compared to 4% of men. This has an effect on our

bonus pay gap which, unlike the gender pay gap is

not pro-rated, and therefore the average payment

to women appears lower, widening the gap in the

figures reported; this effect is magnified as 18% of

our highest earners are part-time women.

On the reporting date* our executive committee of 16 people

was 50% male, 50% female*5th April 2019

FEMALE

FEMALE

MALE

MALE65% 35%

HARPERCOLLINS GENDER PAY GAP REPORT 2019

Established a diversity

and inclusion strategy

Mandated resourcing and unconscious-bias training for all hiring managers

Formed HC All In, our award-winning, employee-led diversity forum

Co-founded the cross-industry women’s network group WING with Oracle Corporation

Introduced a blind recruitment strategy

Launched the News Corp UK Women’s leadership speaker

programme

Established iReturn programme for working

parents before, during and after parental leave

Created a company-wide

diversity and inclusion speaker programme

Partnered in News Corp’s women’s leadership-development programme

Extended WING to include

companies such as Capita, Christie’s & Cancer Research

Introduced enhanced shared parental leave for men and women

Employee-led women’s network

group Lean In launched

Introduced peer-to-peer mentoring for women across News Corp UK

CREATING MEANINGFUL CHANGE – THE JOURNEY SO FAR

NE

XT

ST

EPS

HARPERCOLLINS GENDER PAY GAP REPORT 2019

SUPPORT FLEXIBLE WORKING AND RETURNING TO WORK

RECRUITING AND PROMOTING A DIVERSE WORKFORCE

MAKING INCLUSION AN INTEGRAL PART OF OUR BUSINESS

• In January 2020 we will increase enhanced parental leave up to 20 weeks

• Ongoing promotion of our flexible- working policy to all staff

• Enhance iReturn programme by introducing financial-planning strand

PROVIDE POSITIVE ROLE MODELS AND DEVELOPMENT

• Introduce career-path guidance for everyone on our development platform, iDevelop

• Continue News Corp UK’s Women in Leadership speakers and networking events for 2020

• Introduce a Leadership Diploma to support career progression

• Continue to support the formation of employee-led support and networking groups – we currently have six such groups.

• Enhance our blind-recruitment process as follows: – No CVs at shortlist stage for 80% of new hires – Implementation of gender-neutral language

tool for advertising and job specs

• Ongoing focus on entry-level pay

• Implementation of new process for work/ learning-experience placements to ensure fair access for all

• Encourage more men into entry-level publishing positions – through role modelling and schools, colleges and university outreach

• Evolve our strategy to ensure that belonging and inclusion are front and centre

• Introduce ‘Diversity Includes Everyone’ belonging and inclusion programme in 2020

• Continue rolling diversity and inclusion speaker programme for 2020

• Ongoing executive-level support for our diversity, inclusion and belonging programme

CREATING MEANINGFUL CHANGE – NEXT STEPS