UK Gender Pay Gap Report, 2018
What We Stand For
We believe that diversity is critical to our business. The extent
that UPS embraces a diverse workforce and practices inclusion
directly impacts our success. As a global company doing business in
over 220 countries, diversity exists everywhere around us, but it is
our approach to inclusion that helps UPS to recognise, develop and
maximise the skills of our global team.
REPLACE IMAGE WITH ONE SHOWING WOMEN IN OPERATIONS
At UPS, we have a strong commitment towards a diverse and inclusive workplace
where everyone can reach their true potential. Equal opportunities, fair treatment
and an inclusive workplace environment are of utmost importance. UPS again
proved its commitment to diversity and inclusion on a global scale in 2018 by
donating $10 million to diversity and inclusion programs around the world.
UPS utilizes Business Resource Groups (BRGs) to serve as an extension of the
company’s broader diversity and inclusion strategy. They reflect UPS’s culture of
teamwork and integrity and are a valuable skill and development tool for
employees of all backgrounds. Our BRGs enable unique thinking into different
points of view and perspectives that can help us meet our enterprise growth
objectives and initiatives across business units. We enable the power of diverse
thinking to influence our company, its leadership, and the solutions and services
we provide our customers.
At UPS, we continue to strive for progression. Within our organization, we are
working hard to increase diverse representation across all business units and at all
levels. Attracting, developing and advancing women at all levels remains critical to
our business and is an essential element of an inclusive workplace.
Diversity and inclusion makes up our
everyday activities across the globe.
We don’t just want to comply, we want
to set the example. UPS is expanding its
mind-set outside our organization this
year to further our dedication to it.
the Pay Gap
WHAT DOES THE PAY GAP MEAN?
The gender pay gap is defined as the difference in the average pay between
men and women.
In common with many other large employers, our gender pay gap is driven
by employing more males then females at a senior level and employing more
females in junior and support roles.
We are committed to understanding and proactively reducing the gap by taking
actions that will improve the diversity and inclusion of our business.
WHAT ABOUT EQUAL PAY?
We have a gender-neutral approach in determining pay for our roles at all levels
and we regularly monitor this to ensure we continue to meet legal and moral
DAY TO DAY WORK
Every day we act to improve progression opportunities for women
in our business.
• We provide inclusive leadership training and education,
helping to raise awareness of and challenge unconscious bias.
• We actively seek to ensure diversity in hiring managers and
others involved in recruitment and selection decisions.
• We promote employee stories through our internal
communications, highlighting the diversity of our workforce.
• Through our people development process, we identify and
nurture a pipeline of talented women.
UPS is involved in a number of initiatives and programmes to ensure that the value
we place on diversity and inclusion is put into practice.
Our business resource group, the Women’s Leadership Development (WLD) brings
together female and male colleagues from across the organisation and at all levels to
challenge and inspire them.
It focuses on the professional and personal development of its membership
through strategic planning initiatives that:
• Address the challenges unique to women in business;
• Provide tools necessary for business success;
• Unveil programs and resources to accelerate growth
for the business and the community;
• And encourage leadership.
DRIVING CHANGE WITH OTHERS
UPS is a founding member of the Catalyst CEO Champions for Change, and our
active partnership with Catalyst at all levels helps to accelerate progress for women.
Aligning with our viewpoint that diversity and inclusion are part of our core values,
UPS is also a member and signatory of The CEO Action for Inclusion pledge.
UPS has three legal entities with at least 250 employees: UPS Limited, UPS SCS
(UK) Limited, and Polar Speed Distribution Limited. Under the regulations we are
required to report our gender pay gap data for each of these entities, as set out
Advancing the diversity and inclusion movement is a corner-
stone of our company’s values. Our support for initiatives that
will make a real difference in people’s lives in our communities
is an extension of our dedication to help advance social and
gender equality around the globe.
\– Eduardo Martinez, UPS Chief Diversity and Inclusion Officer
MEAN PAY GAP
ING BONUS (%)
I confirm that UPS’s gender pay gap calculations are accurate and meet the
requirements of the Regulations. The calculations, data and assertions contained
in this publication are in line with the methodology provided in The Equality Act
2010 (Gender Pay Gap Information) Regulations 2017.
PROPORTION OF MALES AND FEMALES BY PAY QUARTILE (%)
UPS PRESIDENT, UK, IRELAND & NORDICS
Key: % < 0 denotes male pay > female; % > 0 denotes male pay < female.
Find Out More UPS strives to create a workplace that is inclusive
and nurtures employees
by encouraging, valuing
and leveraging diversity
of thought, perspective
and approach to foster an
environment where both
business and personal
objectives are achieved.
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of United Parcel Service of America, Inc. All rights reserved.
To learn more about the company’s diversity and inclusion practices, visit