relativevsvod.com

GenderPayGapReport2018AtVodafone,weseektobeacompanywhoseglobalworkforcereflectsthecustomersweserveandthebroadersocietieswithinwhichweoperatebyaimingforgenderparitythroughouttheorganisation.
Ourambitionistobecomeanemployerwhosetrackrecordinattractingandretainingfemaletalentissostrongthatby2025wewillbeconsideredtheworld'sbestemployerforwomen.
Webelieveourstrongcommitmenttodiversityisasourceofbusinessstrength,enablingustounderstandbettertheneedsofthemen,women,familiesandbusinesseswhorelyonournetworksandservices.
Achievingourambitionrequiressustainedeffortandcleartargets.
Ourglobalcommitmentistoincreasetherepresentationofwomeninmanagementandleadershiprolesto30%by2020.
Thisissupportedbyanumberofprogrammesweimplementacrossallofourbusinessesworldwide,alongsidemarketinitiativesthatareappropriatetothelocaloperatingcontext.
OurVodafoneUKoperatingcompany1hasalreadymetourglobaltargetand,asaresult,hassetanincreasedtargettocontinuetodriveprogress.
AtBoardlevel,wehaveagoalofaminimumof33%femalerepresentation,whichweexceededin2018.
Wecontinuetoreportourprogressthroughthisdisclosure,ourAnnualReportandourSustainableBusinessReport,aswellastheHamptonAlexanderReviewandtheEuropeanRoundtableofIndustrialists'WomeninLeadershipPositionsReport.
Asthisreportillustrates,ourgenderdiversityratioshaveimprovedovertimeasaconsequenceofourcontinuedfocusonincreasingthenumberofwomeninseniorroles.
Thatfocusissupportedbyabroadrangeofinitiativesthataimtoattract,developandretaintalentedwomenintoourworkforce.
However,wewanttogofurther.
Increasingtherecruitmentofwomenintomanagementandleadershiprolesandincreasingtheretentionofseniorfemaleleadersremaincriticalpriorities,alongwithcreatingadiverse,inclusiveenvironmentinwhichstereotypesarechallengedandindividualsarevaluedfortheirskills.
Inthisreport,wesummarisethegenderpaygapacrossourUKbusinesses,whichisdirectlyimpactedbytheextenttowhichwomenparticipateandprogressinmanagementandleadershiproles.
Wealsodescribethekeyprogrammesandactivitiesthatarehelpingusonourjourneytomeetourtargets.
Theseincludeourglobalmaternity,parentalleave,flexibleworkingandreturnerprogrammes,ourworktoremovebiasfromourprocessesandourongoingtraininginitiatives.
Calculatingourgenderpaygapforthisreportingrequirementisjustoneaspectofthewayinwhichwemonitorfairpay,somethingwetrackgloballytoensureweareworkingtoachieveourgoalsandambitions.
Wewelcomepublicfocusontheneedforasignificantincreaseinwomen'sparticipationin,andleadershipof,thecommercialandpublicsectororganisationsthatarecentraltodailylife,drivenbythisreportingrequirementandotherCEOForewordinitiatives.
Overthelastfiveyears,wehavemadestrongprogress;however,weneedtocontinuetofindopportunitiestoaccelerateourpaceofchangetodeliveronourambitions.
Throughourleadershipcommitmentandourglobalprogrammes,wearedeterminedtoplayameaningfulroleinsupportingtheempowermentofwomenworldwide.
Weseektobeacompanywhoseglobalworkforcereflectsthecustomersweserveandthebroadersocietieswithinwhichweoperatebyaimingforgenderparitythroughouttheorganisation2Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixNickReadGroupChiefExecutiveOfficer,VodafoneGroupPlcThisisVodafone'ssecondGenderPayGapstatutoryreportforourUKemployees,preparedasrequiredundertheEqualityAct2010(GenderPayGapInformation)Regulations2017thatcameintoeffectinApril2017.
WewelcometheUKgovernment'slegislationrequiringcompanieswithmorethan250employeesintheUKtorevealtheirpercentageoffemaleemployeesandthedifferenceinaveragepaybetweenwomenandmen.
Scrutinyofthiskindisapositivestepforwardandshouldactasacatalysttoensuregreaterfemaleparticipationinmanagementandleadershiprolesovertime.
Equalityofopportunitybetweenmenandwomenisakeyindicatoroflong-termsocialstabilityandeconomicprosperity.
Theneedforgenderequalityintheworkplacehasbeenrecognisedasacriticalissuefordecades.
However,womenstillremainunder-representedwithinmanycompanies,andstrikinglysoatthemostseniorlevels:womenonlyoccupy18%ofdirectorrolesand16%ofexecutiverolesintheworld'slargestcompanies2.
AWorldEconomicForumstudyestimatesthatatcurrentratesofprogress,womenwillnotreachparitywithmen–intermsofaveragepayandemploymentopportunities–foranother202years3.
IntheUK,ithasbeencommentedthatthecurrentrateofprogressmeansthatitwouldtakeanother55yearsformenandwomentoachievepayparity4.
Somestudiessuggestthatincreasingthediversityofleadershipteamsleadstomoreandbetterinnovationandthatinbothdevelopinganddevelopedeconomies,companieswithabove-averagediversityontheirleadershipteamsreporthigherEBIT(earningsbeforeinterestandtaxes)margins5.
Inaddition,organisationsrankedhighlyonFortune'sWorld'sMostAdmiredCompanieslisthavetwiceasmanywomeninseniormanagementrolesascompanieswithlowerrankings6.
Introductionproportionfeeltheyhavenochoicebuttoleavetheworkforcealtogetherforanumberofyears,inmanyinstancesnevertoreturn.
Asaresult,managementandseniorleadershiprolesremaindominatedbymen,andtheglobalaverageforwomen'searningsisaroundhalfthatformen10.
Vodafone'sapproachOurcommitmenttowomen'sempowermentisledfromtheverytopoftheorganisation.
Vodafone'sdiversityandgenderequalityprogrammesareoverseenbytheVodafoneGroupPlcBoard,andourGroupChiefWomenarestillsignificantlyunder-representedinSTEM(science,technology,engineeringandmaths)industries.
IntheUKonly22%ofpeopleworkingincoreSTEMoccupationsarewomen–despitethemmakinguparoundhalftheUKworkforce7.
ArecentstudybytheInstituteforFiscalStudies(IFS)showsthatalthoughgirlsperformbetterinSTEMsubjectsatGCSElevel,manyaredeterredfrompursuingsubjectssuchasmathsandphysicsatA-leveloruniversity–oftenaffectedbylowconfidenceandanabsenceoffemalepeers8.
ResearchintheUKalsoindicatesthatwhilesomeofthehighest-payingjobsareintheSTEMindustries,womenearnlessfromthemomenttheyenterscienceandengineeringcareersthantheirmalecounterparts,andthatthegapgrowswithageandexperience9.
Furthermore,womenaremorelikelytomoveintopart-timerolesasaconsequenceofthedemandsofchildcareand,increasingly,careforelderlyparents.
Asthosedemandsgrow–oftenatthepointwhenawoman'scareerapproachesmiddleorseniormanagementlevel–ahighEqualityofopportunityisakeyindicatoroflong-termsocialstabilityandeconomicprosperityExecutiveactsasanexternaladvocateasamemberofthe30%Clubandoneof10businessleaderswhoactaschampionsfortheUNWomenHeForShesolidaritymovementforgenderequality.
OurmandatoryCodeofConductmakesitclearthatrespectfordiversityandinclusionisintegraltothebehavioursexpectedfromeveryonewhoworksforVodafone:wedonottolerateprejudiceinanyformandstrivetoensurethateverycolleaguehastheopportunitytothriveinaworkplacethatiswelcomingandsupportive.
Women'sempowermentisoneofthreemajorglobaltransformationfocusareasundertheVodafoneGroupSustainableBusinessFramework.
Toaddressthemobilephoneownershipgap,wearealsodrivingprogrammestoincreasethenumberofwomenwhoownamobile,ascommunicationstechnologyplaysacriticalroleinempoweringwomentoimprovetheirlivesandlivelihoods.
FurtherdetailsofourambitionsinthisareaaresetoutinourSustainableBusinessReport.
3Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixVodafoneintheUKVodafoneisoneoftheworld'slargestglobalcommunicationscompanies.
Ourmobileandfixed-linenetworksarerelieduponbymorethan700millionmobilecustomersin25countriesand21millionfixedbroadbandcustomersin18countries.
ItisourUKbusinessesthatareinscopeofthisreportingrequirement.
OurlocalUKoperatingcompany,VodafoneUK,hasmorethan17.
2millionmobilecustomersasof31December2018.
Itdirectlyemploysaround12,000peopleandhasaretailpresenceonmostUKhighstreets.
VodafoneGroup,ourcorporatefunctionthatprovidesstrategicsupporttoourlocaloperatingcompanies,andVodafoneBusiness,ourdedicatedGlobalEnterprisebusiness(VGEL),whichservesmultinationalcorporatecustomers,arealsobasedintheUK.
Intotal,weemployaround17,000peopleintheUK.
Employeesfromthefollowingentitiesareincludedinourgenderpaygapreporting:VodafoneUK11–ourUKoperatingbusiness.
ThemajorityofVodafoneUKemployeesworkinCustomerOperations,RetailandNetworkSupport,togetherwithcolleaguesinSales,Technology,AccountandProgrammeManagementroles;VodafoneBusiness(VodafoneGlobalEnterpriseLimited,VGEL)–supportingourmultinationalcorporatecustomers;VodafoneGroupServicesLimited(VGSL)includingVodafoneGroupPlc–supportingourlocaloperatingcompanies.
EmployeesarepredominantlybasedinourinternationalheadquartersinLondon;andVodafoneSalesandServicesLimited(VSSL)–supportingthecommercial,marketingandbrandfunctions.
EmployeesarepredominantlybasedinourinternationalheadquartersinLondon.
Around35%ofthoseemployeesarewomen.
Wehavefemalecolleaguesinallprofessionalfunctions,fromEngineering,IT,TechnologyandSecurity,toCustomerOperations,Marketing,HR,Retail,CommunicationsandLegal.
AroundhalfofourUK-basedfemaleemployeesworkinourretailandcustomeroperations.
WithineachfunctionthehighestproportionofwomencanbefoundinHR,ExternalAffairs,andLegaldepartments.
17,000employeesintheUKintotal35%Percentageofwomen4Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixReportingrequirementsTheinformationpresentedinthisreportcapturesourUK-basedemployeeswhoworkforourUKlocaloperatingcompanyandourVodafoneGroupfunctionsbasedintheUK,asmentionedpreviously.
Themetricsstipulatedundertheregulationsaretheaveragepaygapandaveragebonusgaptogetherwiththeproportionofmenandwomenreceivingbonusesandasummaryoftheorganisation'spaystructuresegmentedbygender.
Theregulationsspecificallyrequireboththemedianandmeangenderpaygapstobereported(whicharebothtypesofaverage):thesemetricsarecomplementaryandillustratedifferentaspectsofthedistributionofpayacrossanorganisation.
Asseniorrolespaymorethanjuniorroles,thesmallertheproportionofwomenwhoholdseniorrolesinacompany,relativetotheworkforceasawhole,thegreatertheaveragegenderpaygap.
Therefore,thegenderpaygapcanbeseenasameasureoftheextenttowhichwomenareabletoparticipateandprogressinseniormanagementandleadershiprolesinanorganisation.
veragepayayCalculatingthemedian(middle)genderpaygapThemethodologyfordeterminingthemediangenderpaygaprequirescompaniestoidentifythehourlypayforthemiddle(ormedian)maleandfemaleemployee,whenrankedfromthelowesttothehighest.
Theresultinggapisthepercentagedifferencebetweenthemidpointsinmaleandfemalehourlypay.
MedianmaleaveragehourlypayMedianfemaleaveragehourlypayThemediangapisthepercentagedifferencebetweenthetwofiguresAswellascalculatingtheUKgenderpaygapforthisreport,globallywecomparetheaveragepositionofourmaleandfemaleemployeesagainsttheirmarketbenchmark,gradeandfunctiontoidentifyandunderstandanydifferences,takingfurtheractionwhereappropriate.
ThisisjustonewaywemonitorfairpayatVodafone,whichhelpsustomaintainandpromotebestpracticeacrossthebusiness.
SelectedaspectsofourgenderpaygapreportinghaveundergoneindependentlimitedassurancebyKPMG.
FurtherdetailsofthescopeandproceduresaresetoutinAppendix2onpage16.
Calculatingthemean(average)genderpaygapThemeaniscalculatedbyaddingupallaveragehourlysalariesanddividingthembythenumberofemployees.
Theresultinggapisthepercentagedifferencebetweentheaveragemaleandfemalehourlypayfigures.
TotalhourlyfemalepayTotalhourlymalepayNumberofwomenNumberofmenMeanmaleaveragepayMeanfemaleaveragepay==No.
No.
5Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixWehaveseenaslightreductioninbothourmeanandmedianpaygapsthisyear.
Ourmeangenderpaygap,at16.
1%(2017:16.
9%),isbelowtheUKnationalaverage:theOfficeofNationalStatistics(ONS)meangenderpaygapfor2018is17.
9%12.
Ourmedianpaygap,at21.
8%(2017:24.
3%),isabovetheONSnationalmedianaverageof17.
1%13.
ThemeangenderpaygapforVodafoneshowsthattheaveragehourlypayforallfemaleemployeesis16.
1%lowerthantheaveragehourlypayforallmaleemployees.
ThemediangenderpaygapforVodafoneshowsthatthefemalemedianhourlypayis21.
8%lessthanthemalemedianhourlypay.
Weemployaround17,000peopleintheUK.
Despiteconsiderableeffortstorecruitandretainanequalnumberofmalesandfemalesinourworkforce,therearenearlytwiceasmanymenaswomenworkingforusintotal,at65%intheUK.
ThegenderpaygapatVodafone–asatmanyothercompanies–ismainlyaconsequenceofthefactthatfewerwomenoccupymoreseniorandthereforehigher-paidrolesrelativetothewiderworkforce.
Women,whomakeup35%ofourtotalUKworkforce,onlyoccupy27.
8%oftherolesintheupperpayquartilebutholdahigherproportionofrolesinthelowerpayquartile(41.
1%).
Asaresult,averagemaleearnings(bothmeanandmedian)arehigherthanaveragefemaleearningsastherearefewerwomeninseniorrolesinourdatasetthanmen.
2017:41.
5%2017:22.
4%16.
1%2017:16.
9%MEANMEDIAN21.
8%2017:24.
3%MEAN43.
2%MEDIAN17.
0%UppermiddleLowermiddleLowerUpperAstheaveragebonusforamoresenioremployeeismuchhigherthantheaveragebonusforamorejunioremployee,thebonusgap(at17.
0%forthemedianand43.
2%forthemean)isaconsequenceofthefactthattherearefewerwomenthanmeninthosemoreseniorroles,relativetothewiderworkforce.
Thebonusgapisalsoimpactedbycompanyperformance;inyearsofstrongperformanceamoresenioremployeewouldreceiveasignificantlylargerbonusthanajunioremployee.
PercentageofemployeesreceivingabonusVodafone'sUKgenderpaygap2017:41.
5%2017:22.
4%16.
1%2017:16.
9%MEANMEDIAN21.
8%2017:24.
3%MEAN43.
2%MEDIAN17.
0%88.
8%2017:89.
9%87.
8%2017:89.
0%2018Meanandmediangenderpaygap2018MeanandmediangenderbonusgapProportionofemployeesin2018ineachpayband,byquartile—Note:DataforeachofourindividualentitiescanbefoundinAppendix1onpage15.
2017:56.
1%2017:43.
9%2017:37.
4%2017:27.
7%2017:26.
1%2017:62.
6%2017:72.
3%2017:73.
9%58.
9%60.
2%71.
1%72.
2%41.
1%39.
8%28.
9%27.
8%6Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixEnhancedmaternityleaveOurcommitmenttodiversityandinclusionformsthefoundationofourCodeofConduct,ourapproachtorecruitingandretainingouremployeesandourpoliciesandprogrammes.
Wecontinuallyreviewourprogressagainstourgoals,aswellasbenchmarkingourapproachanditseffectiveness,andadaptourpoliciesaccordinglywherewefeelimprovementscanbemade.
WorkingtowardsequalityCoreglobalprogrammesGlobalmaternitypolicyWeknowthatwomenwhofeelsupportedbytheiremployerthroughtheirmaternityleaveandaftertheirreturntoworkaremorelikelytoremainwiththecompanyoverthelongerterm.
Higherretentionofcolleagueswhoareworkingmothersoffersclearbusinessbenefitsintermsofcontinuityofskillsandexperience,aswellasavoidanceofrecruitmentandinductioncoststoreplaceleavers.
Vodafone'sglobalmaternitypolicy,launchedin2015,offersallfemaleemployeesineverycountryinwhichweoperateaminimumvalueof16weeks'fullypaidmaternityleave,aswellasaphasedreturntowork,includinga30-hourweekonfullpayforthefirstsixmonthsaftertheirreturn.
TatianaisaGlobalEnterpriseResourcePlanningStrategyandPortfoliomanagerforVodafoneGroupServices.
Partofourmanagementandleadershipcommunity,shehasresponsibilitiesrangingfromconductingITbenchmarkingandundertakingnewtechnologyassessmentstoimplementingtechnologytransformationprogrammes.
InOctober2017,Tatianawantedtoreturntoherroleaftermaternityleaveandwaslookingforadditionalflexibilityinordertobetterbalancethenewdynamicofhavingafamilyandademandingroleatwork.
Vodafone'scommitmenttobringingwomenbackintothebusiness,alongwithitsenhancedmaternitypolicy,meantshewasabletobenefitfromaphasedreturntowork.
Fortheinitialsix-monthperiod,Tatianawasabletoworkfourdaysaweek,whilebeingpaidinfullforfivedays'work.
"Asawomanworkingintechnology,I'mproudtoworkforacompanythatembracesdiversityandinclusion,andhaspoliciestosupportwomendecidingtohaveafamily.
"TatianafeltthatVodafone'smaternitypolicyandapproachgavehertheopportunitytocomebacktoworkwithouthavingtocompromisefinanciallyorfromafamilyperspective.
Bothfactorsenabledherandherfamilytomakeamoregradualadjustmentwhenreturningtofull-timework.
Itisimportanttonotethattheseareourglobalminimumstandards–notanupperlimit–andareofgreatestrelevanceincountrieswithlittleornostatutorymaternityrights.
Wecontinuetoabideby(andoftenexceed)statutoryrequirementsincountrieswheretheserightsalreadyexist.
OverthethreeyearstoMarch2018,morethan5,600womenworkingforVodafonewentonmaternityleave,684intheUK.
IntheUK,ourpolicyexceedsboththeUKstatutoryrequirementsandourglobalminimumstandard,aswomengoingonmaternityleaveareeligibletoreceiveenhancedmaternitypay,whichhasatotalvalueof26weeks'fullpay(paidovera39-weekperiodof13weeks'fullpayand26weeks'halfpay),plusfullpayfora30-hourweekforthefirstsixmonthsoftheirreturn.
ThisyearintheUK,wehaveupdatedourmaternitypolicysothatallwomenworkingforourUKbusinessesarenowentitledtoourenhancedmaternityarrangementsfromthedaytheyjointhecompany,ratherthanafteraperiodof26weeks'employment.
Returnerswillalsohavetheiroriginaljobheldopenforthemuntiltheendofayear'sleave14.
Researchshowsthatoneofthereasonswhyworkingmotherstakeonmostofthechildcareisthehistoricalreluctanceofmanyemployerstoextendmaternalflexibleworkingarrangementstoincludefathers15.
InMarch2018,welaunchedaglobalpaternitypolicythatsetaminimumstandardforallmen(andsecondarycarers)whoworkforVodafonetobeentitledtotwoweeks'paidpaternityleave.
"Ourstrongcommitmenttodiversityandinclusionisasourceofbusinessstrength,enablingustoreflectourcustomerbaseandwidersociety.
Overthelastfiveyears,wehavemadestrongprogress;however,weneedtocontinuetofindopportunitiestoaccelerateourpaceofchangetodeliveronourambitiontobetheworld'sbestemployerforwomenby2025.
"NickRead,GroupChiefExecutive7Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixExternalAffairs,CustomerOperations,andBusinessIntelligenceandAnalytics.
Todate,wehaveofferedrolesto346returners,ofwhom82%werewomen.
SupportingwomenearlyintheircareersVodafoneactivelyseekstorecruitfemalegraduates.
In2018,womenaccountedformorethan55%oftheUKintakeintoourDiscovergraduatedevelopmentprogrammeand50%oftheUKintakeintoourColumbusleadershipfast-trackgraduatescheme.
Wecontinuetoexpandthenumberofvocationaltrainingandapprenticeshipopportunitiesavailableacrossallcountriesinwhichweoperate,asweseektoReConnectWorldwide,thereareanestimated55millionskilledwomenatmiddle-managementlevelorabovewhoarenotinworkfollowingacareerbreak16.
IntheUK,89%ofpeopleoutofpaidworkarewomencaringfortheirhomeorfamilymembers17.
Thosewomenrepresentaverylargepotentialpooloftalentandexperienceand,iftheyreturnedtotheworkplace,theycouldhaveasignificantimpactonbothoverallgenderbalanceandtheeconomy.
Inreality,itisnotthatsimple.
Gettingbackintoworkafteranextendedcareerbreakcanbedifficult.
ResearchundertakenbyKPMGindicatedthat80%ofwomenwhohavetakenacareerbreaksaidmoresupportwasneededtohelpthemreturnsuccessfullytotheworkplace18.
InMarch2017,VodafonelaunchedReConnect,ourglobalprogrammedesignedtobringtalentedwomenbackintotheworkplaceafteracareerbreak.
Supportforthosereturningtoworkincludestraining,coachingandinductionprogrammestorefreshandenhanceprofessionalskills.
ReConnectreturnersarealsoofferedflexibleworkingoptionsandaphasedreturntowork.
IntheUK,atatimewhenmanyemployersfaceskillsshortages,recruitingreturnersmakessenseforbusinessesandbenefitsfamiliesaswellastheUKeconomy.
AspartoftheReConnectprogramme,intheUKwehaveofferedrolesto31individualsreturningafteracareerbreak,ofwhom65%werewomen.
Ourglobaltargetistohire1,000ReConnectwomenoverthreeyearsinfunctionssuchasTechnology,Commercial,HR,Finance,Legal,AlisonDaviesisaSeniorCustomerExperiencemanagerworkingonaflexiblebasisforourVodafoneUKoperatingcompany.
PriortojoiningVodafoneUK,AlisonenjoyedasuccessfulcareerintheITindustrybeforedecidingtotakeacareerbreaktorefocushertimeandenergyonherfamily,whichshedidforthreeyears.
In2018,Alisondecidedshewantedtoreturntowork;however,shewasunsureifemployerswouldstillrecognisethevalueandtalentthatsheofferedandwouldenablehertofurtherhercareer,aswellasprovidingtheflexibilitytosupportfamilylife.
AlisonfoundtheVodafoneReConnectprogramme,whichaimstorecruit,re-engageandretainprofessionalmenandwomenintorolesthatreflecttheirexperienceandexpertise.
Theprogrammehasenabledhertofindabalancebetweenfamilylifeandhercareerbyprovidingaflexibleandmotivatingenvironmentthatallowedhertotransitionbackintoworkinasupportiveandstructuredmanner.
"Iknowmanywomenlikeme,whoareattemptingtosupporttheirfamilyandfurthertheirprofessionalcareeratthesametime.
WhenIheardaboutReConnect,Ithought:howrefreshingtofindabusinessthatseesvalueinattractingtalentbackintotheworkplace!
ReConnecthashelpedmerebuildmyconfidence,achievemyaspirationsandrelaunchmycareer.
"Reconnectingwiththeworkplacemakeprogressonourgoaltoprovide100,000opportunitiesforyoungpeopletogainadigitalworkplaceexperienceatVodafone.
Wewillcontinuetoensurethattheseandourworkexperienceprogrammesaregender-balanced.
CreatingopportunitiesforgirlsindigitaltechnologyItremainsextremelyimportanttoclosethegendergapbetweenthenumberofmenandwomenstudyingorworkinginSTEM,asitremainsafieldwherewomenarestillsignificantlyunder-represented.
Womenaccountforjust22%oftheworkforceand13%ofmanagersinUKSTEM-relatedemploymentsectors19.
ThereisavastamountofresearchthatdemonstratesthatwomenarelesslikelytostudySTEMsubjectsatalllevelsofeducationglobally.
WithjobsinSTEMindustriesoftenpayinghighersalaries,thesechoices,madeearlyon,areakeycontributortothegenderpaygap.
Tohelpinfluencegirls'furthereducationandcareerchoices,VodafonerunsmentoringandworkexperienceprogrammesdesignedtoencouragefemalestudentstothinkaboutSTEM-relatedoptions.
8Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixVodafoneBusinessintheUKsupportsamentoringprogrammecalledStepintoStem,incollaborationwithBT,O2andEricsson,andrunbytheNGOGirlsTalkLondon.
Duringtheseven-monthprogramme,femalestudentsareeachassignedamentortohelpthemthinkabouttheirfutureeducationalandcareeroptionsandunderstandtheskillsneededtofulfilthem.
Thestudentsundertakeaweek'sworkexperienceandgainsupportdevelopingtheirCVsandfurthereducationapplications.
Thisyear,around40girlsjoinedusforatechsummitinLondon,wheretheypractisedcoding,experimentedwithvirtualrealityandlearnedaboutourInternetofThings(IoT)productsandservices.
TheyalsoheardfromVodafonetechnologyexpertsincludingLauraMooreHay,HeadofInfotainmentatVodafoneGroupServices.
ThisprogrammewontheCommunityProjectoftheYearatthe2018EuropeanDiversityAwards.
ToattractmorewomenintoSTEM,werunthe#Codelikeagirlprogramme(withthesocialenterpriseCodeFirst:Girls)tosupporttheneedforfemalecodersandwebdevelopers,andtoinspirestudentswiththerangeofopportunitiesandSTEMcareersavailabletothem.
Theprogrammehasbeenlaunchedacross18marketsinEurope,theMiddleEast,SouthAfricaandAustralasia,andhasbeencompletedbyover750girls.
IntheUK,thefreefour-day#Codelikeagirlworkshopteachesgirlsbasiccomputerlanguagesandhowtobuildawebsitefromscratch.
Overthepasttwoyears,70girlshaveattendedthisworkshopintheUK.
"Mymentorhelpedmeboostmyconfidenceandfeellessapprehensiveaboutputtingmyselfforward.
HavingmyownStepintoSTEMmentorwassobeneficialthatthisyearIvolunteeredtomentorayoungerstudentatmyschool,soIcanhelpothersinthewayIwashelped.
"TaiwoLawal,aVodafonementeewhohasbeenacceptedtoreadEngineeringatOxfordUniversity"TheprogrammehasimprovedmyconfidenceincodingandmadesurethatI'llcarryoninSTEMthroughoutschoolandhighereducation.
"Jennie,UK#Codelikeagirlattendee9Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixEmbeddingourcommitmenttodiversityintoourcultureVodafoneseekstofosteraculturewherewecanallbeatourbestandtrulybelong.
Thisfocusappliesacrosstraining,recruitment,flexibleandparentalleavepolicies,andcreatingasupportiveenvironment.
Consciousorunconsciousbiasamonghiringmanagerscanseverelylimitawoman'sabilitytoprogresswithinanorganisationandcanalsoadverselyaffectattemptstoincreaseotherformsofinstitutionaldiversity.
In2018,Vodafonerefresheditsunconsciousbiasanddiversitytrainingprogrammedesignedtoraisehiringmanagers'awarenessofhowsmall(andtypicallyunintended)actions,orculturalandbehaviouralnorms,canhamperprogresstowardsaninclusiveworkplace.
Inaddition,inductionprogrammesforseniorleadersacrossVodafoneemphasisetheimportanceofdiversityandinclusion,includinggenderbalance,andwehavefocusedontheskillsrequiredtomanagediverseteams.
Wehavealsodevelopedandimplementedrecruitmentprocessesaimedatensuringwomenhaveequalaccesstoallopportunitiesonoffer.
Weseektoensurethatcandidatelistsforseniormanagementrolesincludeabalanceofmaleandfemaleapplicantsandthatfordirector-levelrolesaminimumofonefemaleandonemaleareinterviewedforeachrole.
Forexample,intheUK,ourrecruitmentteamshaveatargettodeliver50:50shortlistsforallseniorroleswhich,ifnotmet,requiresHRDirectorapprovalbeforetherelevantteamcanproceedtotheinterviewstage.
VodafoneUKhasalsoworkedtoreducethepotentialforgenderbiasinitsjobadvertsbyreducingtheamountofjargon,abbreviationsand'macho'language.
Wordssuchas'win','kick'and'aggressive'havebeenreplacedwithwordssuchas'bold','improve'and'extraordinary'togiverecruitmentadvertsabroaderappeal.
Vodafoneenablesworkingparentstoremainengagedintheworkplaceandcontinuetoprogresstheircareers.
Morethan1,900(12%)ofourUK-basedemployeesutilisesomeformofreduced-hoursworking,andofthatnumber,around58%arewomen.
Vodafonehasimplementedpoliciesdesignedtosupportouremployeeswithpart-timeworkingarrangements,includingreducedhoursandjob-sharearrangements,inordertobalancehomelifewiththeircareers.
WorkingparentsamongourUK-basedworkforcecanshareupto37weeks'paidparentalleave.
Vodafoneprovidesoneweekofpaidleaveperemployeeperchildasanadditionalbenefit,aswellastheopportunityforadditionalunpaidparentalleavetobetaken.
Wehaveactivewomen'snetworksoperatinginmostofthecountriesinwhichweoperate.
Thesenetworksarefoundedandmanagedbyouremployees.
Theyofferwomenatalllevelsasupportiveandinformativeenvironmentinwhichtonetwork,shareandlearn.
TheVodafoneUKWomen'sNetworkhasmorethan1,000members;itmeetsatleastonceeveryquarterandprovidesanotherchannelforemployeestovoiceopinionsandcomments,sharebestpracticeandsuggestideas,whichtheycanalsodobetweenmeetingsontheirWorkplacepage(aninternal,employee-ledcommunicationschannel).
OurUKGeneralCounselandExternalAffairsDirector,HelenLamprell,istheexecutivesponsorfortheVodafoneUKWomen'sNetworkandsitsontheUKgovernment'sWomen'sBusinessCouncil.
WealsohaveactiveWomeninTechnologyandWomeninBusinessnetworkswithover1,600and800membersrespectively.
1,000+membersintheVodafoneUKWomen'sNetwork10Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixOurglobalprogrammes11Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixPercentageofwomeninUKleadershipandmanagementroles(allUKentities)2016302010402017Managementandleadershiproles:comprisesmiddlemanagers,seniormanagersandseniorleaders(includingExCo)Seniorleadership:comprisesourexecutivecommittee(ExCo)andseniorleaders(SLT)Seniormanagement:comprisesourseniormanagersacrossourUKentities2527302228322018232933MonitoringourprogressondiversityProgressonourdiversitytargetsisoverseenbyourGroupChiefExecutiveandtheGroupExecutiveCommittee(ExCo).
Everyquarter,weconductananalysisofourprogress,ledbytheGroupHRDirector,toacknowledgeprogress,recognisegoodpracticeandidentifyanychallengessowecanadaptwhatwedo.
BiannualupdatesarepresentedtotheGroupExCoandtheBoard.
Ongoingactionisrequiredtoachieveourtargetfor30%ofmanagementandleadershiprolestobeheldbywomenby2020.
Globally,29%ofleadershipandmanagementrolesareheldbywomen,asat31March2018.
The2020goalforVodafoneUK(ouroperatingcompany)isforwomentohold35%ofallleadershipandmanagementroles(whichisthesameproportionofwomeninthebusinessoverall),asithasalreadyachieved30%.
Asat31March2018,VodafoneUKhadachieved34%representation.
Thepercentageofwomeninourglobalseniormanagementcommunity(around1,300employees)hasincreasedfrom21%in2011to26%in2018.
InVodafone'sseniorleadership(ourtop200globalemployeesincludingExCo),thepercentageofwomenhasincreasedfrom17%in2011to25%in2018.
AtExCo,21%ofpositionsareheldbywomen(anincreasefrom10%in2011).
In2013,theBoardofVodafoneexplicitlyadopteditsowndiversitypolicy.
ThispolicyhasbeenupdatedovertheyearstobroadenthedescriptionofdiversityandtoraiseTheHampton-AlexanderReviewTheHampton-AlexanderReviewreportsonthepercentageofwomenonboardsandexecutivecommittees,aswellasthenumberofwomenwhoreporttoexecutivecommittees,withinthelargestUKpubliccompanies.
In2017,thereviewrecommendedthatallcompaniesintheFTSE250shouldhaveatleast33%femalerepresentationatboardlevel.
Italsorecommendedthatwomenshouldoccupyatleast33%ofleadershipteamsby2020.
Eachyear,thereviewrankscompaniesaccordingtothenumberofwomeninthesepositions.
Bydoingsoitclearlychartscompanies'progresstowardsmeetingitstargets.
In2018,VodafonewasrankedeighthintheFTSE100(upfrom18thin2017),with45.
5%femalerepresentationatBoardlevel(asatOctober2018)and24%atExCoanddirectreportstotheExCo.
WewerealsorankedfourthinthetelecommunicationssectorintheFTSE350.
"Webelievethatadiverse,inclusiveworkplaceisastrength,andwewanttoleadbyexample.
"RosemaryMartin,VodafoneGroupGeneralCounselandCompanySecretarytheBoard'saspirationsfrom25%femalerepresentationontheBoardby2015toaminimumof33%women'srepresentationontheBoardby2020.
In2011,womenaccountedforjust13%oftheVodafoneGroupPlcBoard;thishadincreasedto33%byMarch2018,andasatNovember2018standsat42%.
OurannualconfidentialemployeesurveyshowsthatpeoplewhoworkforVodafoneconsistentlyfeelthatVodafoneiscommittedtoequality.
Inthe2018survey(whichwascompletedby87%ofallemployeesworldwide),82%ofrespondentssaidtheyfelttheyhadanequalopportunitytosucceed,irrespectiveofage,gender,disability,sexualorientation,genderidentity,culturalbackgroundorbeliefs.
InourUKoperatingcompany,genderismonitoredateverystageofemploymentthroughamonthlydashboard.
Thisfocusesonseveralgenderindicators:thenumberofmaternityreturners,femalerepresentationonrecruitmentshortlists,functionalgenderratiosVodafoneUK'sgoalistoachieve35%womeninmanagementandleadershiprolesby2020andtheproportionofwomenatseniorlevels.
Thisdataissharedwiththeseniormanagementteam,inordertoensuretheyshapeourpoliciesandstrategiesfordevelopingamoreinclusiveworkplace.
TheUKBoardalsoformallyreviewsthisdataannually.
ThegraphbelowshowstheproportionofwomeninleadershipandmanagementrolesacrossallourUKemployees(whichincludesourlocalUKoperatingcompanyandUK-basedemployeesofourGroupfunctions).
12Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixCelebratingwomen'sachievementsWewanttocontinuetoraisetheprofileoffemalerolemodelsandcelebratewomen'sachievementswithvisiblesupportfromourseniorleaders.
OurannualglobalwebinaronInternationalWomen'sDayinMarch2018wasledbyourGroupChiefExecutiveandwaswatchedlivebymorethan3,600employeesworldwide.
Thewebinarwasoneofaseriesofmorethan60InternationalWomen'sDayeventsworldwide(includingroundtablediscussions,networkingevents,androle-modellingandmentoringsessionsandtraining)thattookplaceoveroneweek,withcommunicationsreachingmorethan17,000employees.
In2018,SerpilTimuray,GroupChiefCommercialOperationsandStrategyOfficer,wasnominatedasoneoftheFTHERoes:Championsofwomeninbusiness,andVittorioColao,formerGroupChiefExecutive,andRobMukherjee,formerHeadofNorth-WestRegionalBusiness,VodafoneUK,werebothnominatedasFTHERoes:Top50MaleChampionsofwomeninbusiness.
KarinaGovindji,GroupHeadofDiversityandInclusion,wonthePowerofWomenAwardforDiversityandInclusion,andKatiaWalsh,DirectorofBigDataandAdvancedAnalytics,wasnamedBestDataLeaderoftheYear2018attheWomeninITAwards.
In2018,VodafonewasagainnamedoneofTheTimesTop50EmployersforWomen,rankedinthetop100mostdiverseandinclusiveorganisationsgloballyintheThomsonReuters2018D&IIndexandincludedasamemberofthe2019BloombergGender-EqualityIndex.
StatutorydeclarationIconfirmthatthedataandinformationpresentedinthisreportareaccurateandmeettherequirementsoftheUKEqualityAct2010(GenderPayGapInformation)Regulations2017.
NickReadGroupChiefExecutiveOfficer,VodafoneGroupPlc1ThelegalentitynameofVodafoneUKisVodafoneLimited.
2Genderdiversityincorporateseniormanagement:glassceilingyettobecracked,VigeoEiris,March20183GlobalGenderGapReport2018,WorldEconomicForum4GenderPayGapwon'tcloseuntil2073,TheTimes,October20185Howdiverseleadershipteamsboostinnovation,BCG,January20186Catalyst,QuickTake:WhyDiversityandInclusionMatter,August201872018WorkforceStatistics,WISE,November20188Howcanweincreasegirls'uptakeofmathsandphysicsA-levelIFS,August20189Howthegenderpaygappermeatesscienceandengineering,NewScientist,February201810GlobalGenderGapReport2016,WorldEconomicForum11ThelegalentitynameofVodafoneUKisVodafoneLimited.
1217.
9%fullandpart-timeemployees;8.
6%forfull-timeemployeesonly,ONS201813ONSprovisional2018GenderPayGapdataset,October201814Unlessthisisn'tpossibleduetoredundancy,inwhichcaseasuitablealternativeisoffered,ifavailable.
15FathersandtheWorkplace,WomenandEqualitiesCommittee,FirstReportoftheSession,2017–201916KPMGresearchforVodafone,201717Returners:atoolkitforemployers,Women'sBusinessCouncil,201818KPMGresearchforVodafone,2017192018WorkforceStatistics,WISE,November201813Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixInthissection,weprovidefurtherdetailsonourresponsetotheUK'sstatutoryrequirementtopublishVodafone'sgenderpaygapdata.
Weprovideanoverviewofthescopeofthisreport,andwedescribethefivelegalentitiescoveredwithinit.
Wealsoincludethedatasetsforallrelevantentities,alongwiththeconsolidatedfiguresthatpresentthetotalpositionforouremployeeswhoworkforVodafoneintheUK.
HowwereportontheUKgenderpaygapWefollowthemethodologysetoutintheEqualityAct2010(GenderPayGapInformation)Regulations2017('thelegislation')andAcasManagingGenderPayReportingGuide2017('theAcasGuide'),andpublishfurtherinformationonreportingdefinitionstoexplainthebasisuponwhichthisdisclosurehasbeenprepared.
ScopeThisreportisbasedonacombinedsetoffiguresfromfiveVodafonelegalentities.
OurUKlocaloperatingcompany:VodafoneUK20–ourUKoperatingbusinesssupportingour17.
2millionUKconsumerandbusinesscustomers21.
ThemajorityofVodafoneUKemployeesworkinCustomerOperations,RetailandNetworkSupport,togetherwithcolleaguesinSales,Technology,AccountandProgrammeManagementroles.
UK-basedemployeesinVodafoneGrouproles:VodafoneBusiness(VodafoneGlobalEnterpriseLimited,VGEL)–supportingourmultinationalenterprisecustomers;VodafoneGroupServicesLimited(VGSL)includingVodafoneGroupPlc–supportingourlocaloperatingcompanies,andpredominantlybasedinourinternationalheadquartersinLondon;andVodafoneSalesandServicesLimited(VSSL)–supportingthecommercial,marketingandbrandfunctionsandpredominantlybasedinourinternationalheadquartersinLondon.
VGELandVGSLaccountfortheverylargemajorityofallUK-basedemployeesinVodafoneGrouproles.
WhileVSSLandVodafoneGroupPlcarerelativelysmallintermsofnumbersofemployees,wehaveincludedthesetwoentitiesinouroverallmetricsaswebelieveitisappropriatetoprovideaconsolidatedsummaryofallindividualsemployedunderVodafone'stermsandconditionsofemploymentwhoarepaidthroughtheUKpayroll.
Asmallnumberofindividualsareemployedbyentitiesthatarenot,asof5April2018,usingVodafonetermsandconditionsofAppendix1:StatutorydisclosureandmethodologyemploymentorpaidthroughtheUKpayroll.
Eachoftheseentitieshasconsiderablyfewerthan250employeesasat5April2018andisthereforebelowthereportingthresholdstipulatedinthelegislation.
Thestatutoryfiguresforthein-scopelegalentities(accordingtotherelevantregulation)–VodafoneUK(orVodafoneLimited),VGSL(includingVodafoneGroupPlc)andVGEL–canbefoundinthetablesonpage15andcanalsobefoundindividuallyonthegovernmentwebsite,asrequiredbythelegislation.
Interpretations,judgementsandassumptionsTherearesectionsofthelegislationandtheAcasGuidewheredifferentinterpretationscanbemadeandjudgementsorassumptionsareneeded.
Wesummarisesuchinstancesinourreportinghere:i.
InternationalassignmentsInouranalysis,wehaveincludedindividualswhowereemployedbyarelevantUKentity(asat5April2018)butwhowereassignedtoanoverseaslocationforaperiodoftime.
ThisisonthebasisthatsuchindividualshaveaUKemploymentcontract,maywellcontinuetohaveUKtaxliabilitiesthatapplytosomeoralloftheirremunerationandarelikelytocontinuetohaveahomeintheUK.
WethereforeconsiderthattheseindividualshaveastrongerconnectiontotheUKthantheirhostcountry.
Inouranalysis,wehaveexcludedemployeeswhowereemployedbyanon-UKentity(asat5April2018)andwhowereassignedtotheUK.
Thisisonthebasisthatthoseemployeeswillcontinuetobepaidfromthepayrolloftheirhomecountry,arelikelytocontinuetoretainahomeoutsidetheUKandreceive'homeleave'support(thereimbursementofflightstotheirhomecountryfromtheUK).
WethereforeconsiderthattheseindividualshaveastrongerconnectiontotheirhomecountrythantheUK.
ii.
Trusteesandnon-executivedirectorsThereisalackofclearguidanceinthelegislationorAcasGuideregardingwhetherornottrusteesofpensionschemesandnon-executivedirectorsshouldbeincludedintheanalysis.
WehaveexcludedtheseindividualsonthebasisthattheyarenotemployeesanddonothaveacontractofemploymentwithVodafone.
iii.
FullpayrelevantemployeesAfullpayrelevantemployeeincludesanyindividualwhoispaidatleasttheirfullusualpayduringthemonthofApril2018.
Employeespaidlessthantheirusualpayasaresultofbeingonleaveat5April2018arenotconsideredafullpayrelevantemployee.
Weconsideranindividual'susualpaytobe1/12thoftheirannualsalaryasat5April2018.
Onlytheemployee'smonthlysalaryandanyfamilypayreceivedinApril2018isconsideredforthispurpose.
20ThelegalentitynameofVodafoneUKisVodafoneLimited.
21Asat31December2018.
14Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|Appendixiv.
RelevantpayperiodTherelevantpayperiodforhourlypayisthemonthofApril2018.
InaccordancewiththelegislationandAcasguidelines,anyamountspaidinApril2018thatwouldnormallybepaidinadifferentpayperiod(suchasadelayedpayment,orcorrectionofanaccidentalunderpaymentoroverpaymentforanearlierperiod)havebeenexcludedfromthehourlypaycalculation.
Therelevantpayperiodforthepurposeofcalculatingbonuspayisthe12-monthperiodending5April2018.
AstheVodafonepayrollisrunmonthly,forthepurposesofcalculatinghourlypay,wehaveconsideredthebonuspaymentsmadeintheApril2017–March2018(inclusive)payroll,whichincludesallbonuspaymentsinthe12-monthperiodpriorto5April2018.
v.
DataaccuracyAllthisdatareliesonouremployees'classificationoftheirowngender.
Data:Vodafone'sgenderpaygapmetricsbyentityHourlygenderpaygapVodafoneUK^%VGSL*%VGEL%VSSL%Combineddataset2018%Combineddataset2017%Meanhourlypaygap15.
316.
822.
320.
616.
116.
9Medianhourlypaygap19.
36.
421.
720.
021.
824.
3GenderbonusgapVodafoneUK^%VGSL*%VGEL%VSSL%Combineddataset2018%Combineddataset2017%Meanbonusgap34.
248.
642.
041.
943.
241.
5Medianbonusgap2.
314.
737.
068.
217.
022.
4PercentageofemployeesreceivingabonusVodafoneUK^%VGSL*%VGEL%VSSL%Combineddataset2018%Combineddataset2017%Male88.
687.
994.
190.
088.
889.
9Female88.
883.
790.
679.
487.
889.
0^Thelegalentitynameofouroperatingcompany,VodafoneUK,isVodafoneLimited*IncludesVodafoneGroupPlcVodafoneUK^%VGSL*%VGEL%VSSL%Combineddataset2018%Combineddataset2017%MaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleUpper76.
024.
069.
430.
673.
326.
780.
020.
072.
227.
873.
926.
1Uppermiddle69.
430.
668.
931.
176.
623.
460.
040.
071.
128.
972.
327.
7Lowermiddle60.
239.
863.
136.
969.
830.
270.
030.
060.
239.
862.
637.
4Lower57.
742.
358.
042.
044.
855.
235.
065.
058.
941.
156.
143.
9ProportionofVodafoneemployeesineachpaybandperquartileExplanationofeachentitycanbefoundonpage14.
15Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixKPMGLLP('KPMG'or'we')wereengagedbyVodafoneGroupServicesLimitedtoprovidelimitedassurancetoVodafoneGroupPlc('Vodafone')overtheSelectedInformationdescribedbelowasat5April2018.
OurconclusionBasedontheworkwehaveperformedandtheevidencewehaveobtained,nothinghascometoourattentionthatcausesustobelievethattheSelectedInformationlistedonpage17hasnotbeenproperlypreparedinallmaterialrespects,inaccordancewiththeReportingCriteria.
Thisconclusionistobereadinthecontextoftheremainderofthisreport,inparticulartheinherentlimitationsexplainedbelowandthisreport'sintendeduse.
SelectedInformationThescopeofourworkincludesonlytheinformationincludedwithinVodafone'sGenderPayGapStatement('theReport')asat5April2018markedwiththesymbolandlistedonpage17('theSelectedInformation').
Wehavenotperformedanywork,anddonotexpressanyconclusion,overanyotherinformationthatmaybeincludedintheReportordisplayedelsewhere,includingonVodafone'swebsite,forthecurrentyearorforpreviousperiodsunlessotherwiseindicated.
ReportingCriteriaTheReportingCriteriaweusedtoformourjudgementsareVodafone'sGenderPayGapReportingGuidelinesassetoutinAppendix1onpages14and15.
TheSelectedInformationneedstobereadtogetherwiththeReportingCriteria.
InherentlimitationsThenatureofnon-financialinformation;theabsenceofasignificantbodyofestablishedpracticeonwhichtodraw;andthemethodsandprecisionusedtodeterminenon-financialinformation,allowfordifferent,butacceptable,evaluationandmeasurementtechniquesandcanresultinmateriallydifferentmeasurements,affectingcomparabilitybetweenentitiesandovertime.
WehavereliedongenderclassificationdataintheVodafoneHumanResourcesITsystemthatoriginatesfromemployeesself-assigningtheirgenderduringtheVodafonerecruitmentprocessorwhentheyhavesubsequentlyrequestedachange.
Directors'responsibilitiesThedirectorsofVodafoneareresponsiblefor:designing,implementingandmaintaininginternalcontrolsrelevanttothepreparationandpresentationoftheSelectedInformationthatisfreefrommaterialmisstatement,whetherduetofraudorerror;selectingand/ordevelopingobjectiveReportingCriteria;measuringandreportingtheSelectedInformationinaccordancewiththeReportingCriteria;andthecontentsandstatementscontainedwithintheReportandtheReportingCriteria.
OurresponsibilitiesOurresponsibilityistoplanandperformourworktoobtainlimitedassuranceaboutwhetherSelectedInformationhasbeenproperlypreparedinaccordancewiththeReportingCriteriaandtoreporttoVodafoneintheformofanindependentlimitedassuranceconclusionbasedontheworkperformedandtheevidenceobtained.
AssurancestandardsappliedWeperformedourworkinaccordancewithInternationalStandardonAssuranceEngagements3000–'AssuranceEngagementsotherthanAuditsorReviewsofHistoricalFinancialInformation'('ISAE3000')issuedbytheInternationalAuditingandAssuranceStandardsBoard.
Theworkperformedinalimitedassuranceengagementvariesinnatureandtimingfrom,andislessinextentthanfor,areasonableassuranceengagement.
Consequently,thelevelofassuranceobtainedinalimitedassuranceengagementissubstantiallylowerthantheassurancethatwouldhavebeenobtainedhadareasonableassuranceengagementbeenperformed.
Independence,professionalstandardsandqualitycontrolWecomplywiththeCodeofEthicsforProfessionalAccountantsissuedbytheInternationalEthicsStandardsBoardforAccountantsandweapplyInternationalStandardonQualityControl(UK)1,'QualityControlforFirmsthatPerformAuditsandReviewsofFinancialStatements,andOtherAssuranceandRelatedServicesEngagements'.
Accordingly,wemaintainacomprehensivesystemofqualitycontrolincludingdocumentedpoliciesandproceduresregardingcompliancewithethicalrequirementsandprofessionalstandards(includingindependence,andotherrequirementsfoundedonfundamentalprinciplesofintegrity,objectivity,professionalcompetenceandduecare,confidentialityandprofessionalbehaviour)aswellasapplicablelegalandregulatoryrequirements.
SummaryofworkperformedConsideringthelevelofassuranceandourassessmentoftheriskofmaterialmisstatementoftheSelectedInformation,whetherduetofraudorerror,ourworkincluded,butwasnotrestrictedto:assessingtheappropriatenessoftheReportingCriteriafortheSelectedInformation;Appendix2:IndependentLimitedAssuranceReporttoVodafoneGroupPlc16Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|AppendixThisreport'sintendeduseThisassurancereportismadesolelytoVodafoneinaccordancewiththetermsoftheengagementcontractbetweenus.
Thosetermspermitdisclosuretootherparties,solelyforthepurposeofVodafoneshowingthatithasobtainedanindependentassurancereportinconnectionwiththeSelectedInformation.
WehavenotconsideredtheinterestofanyotherpartyintheSelectedInformation.
Tothefullestextentpermittedbylaw,weacceptnoresponsibilityanddenyanyliabilitytoanypartyotherthanVodafoneforourwork,forthisassurancereportorfortheconclusionswehavereached.
KPMGLLPCharteredAccountantsLondon8February2019conductinginterviewswithVodafonemanagementtoobtainanunderstandingofthekeyprocesses,systemsandcontrolsinplaceoverthepreparationoftheSelectedInformation;comparingaselectionofpaydatausedtopreparetheSelectedInformationtoVodafone'spayrollrecordsandbankstatements;comparingthenumberofVodafoneemployeesdatausedtopreparetheSelectedInformationtostatutoryaccountsfortheyearsto31March2017and31March2018,andtheHumanResourcesITsystem;re-performingaselectionofthecalculationsusedtopreparetheSelectedInformation;andreadingtheReportandnarrativeintheReportaccompanyingtheSelectedInformationwithregardtotheReportingCriteria,andforconsistencywithourfindings.
TheSelectedInformationTheUnderlyingSubjectMatterandSubjectMatterInformation('theSelectedInformation')arelistedbelow.
TheinformationneedstobereadtogetherwiththeattachedlimitedassurancereportandtheReportingCriteria.
UnderlyingSubjectMatterSubjectMatterInformation('theSelectedInformation')%ReportingCriteriaMeanGenderPayGap16.
1Vodafone's'HowwereportontheUKgenderpaygap'(seepages14and15)MedianGenderPayGap21.
8MeanBonusGenderPayGap43.
2MedianBonusGenderPayGap17.
0Proportionofmalesreceivingabonuspayment88.
8Proportionoffemalesreceivingabonuspayment87.
8Theproportionoffemalesintheupperquartilepayband27.
8Theproportionoffemalesintheuppermiddlequartilepayband28.
9Theproportionoffemalesinthelowermiddlequartilepayband39.
8Theproportionoffemalesinthelowerquartilepayband41.
1Theproportionofmalesintheupperquartilepayband72.
2Theproportionofmalesintheuppermiddlequartilepayband71.
1Theproportionofmalesinthelowermiddlequartilepayband60.
2Theproportionofmalesinthelowerquartilepayband58.
917Foreword|Introduction|Vodafone'sUKgenderpaygap|Workingtowardsequality|Appendix2018VodafoneGroupPlcRegisteredOffice:VodafoneHouseTheConnectionNewburyBerkshireRG142FNRegisteredinEnglandNo.
1833679Viewthe2017GenderPayGapReport.