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Our approach to gender balance @ BAE Systems

There is an historical systemic issue relating to the number of women in engineering roles within the industry. Traditionally girls do not take science, technology, engineering and maths (STEM) subjects at school and university to the same extent as men, which in turn sees reduced numbers applying for engineering or other STEM type job roles. This has created an imbalance here at BAE Systems and across the industry as a whole. That’s why we’re tackling the issue as a company and also partnering with other businesses and industry associations to tackle it systemically. We’ve developed programmes starting with education outreach work at school level through to encouraging women into entry level positions and supporting them throughout their careers. We are determined to redress the gender balance within our business by increasing the number of women in senior levels and attracting and retaining women throughout all levels of the business.

 

Gender pay gap

 

The regulations for gender pay gap reporting for UK companies are intended to encourage employers to take informed action to close their gender pay gaps where one exists.
 

The gender pay gap shows the difference between the average hourly earnings of men and women across the workforce and is, to a large extent, a reflection of the representation of women in the workforce. It’s not the same as equal pay which refers to men and women receiving the same pay for the same job. 

 

We have published our third annual gender pay gap report in line with UK regulations  For 2019, the average gender pay gap for our UK workforce was 10.3% (2018 9.0%), which is lower than the current UK national average of 17.3%.  We have a gender pay gap because we employ around four times more men than women and a greater proportion of our senior leadership population is male. We rely on employing large numbers of employees with science, technology, engineering and maths (STEM) qualifications and we, like other companies, face challenges recruiting females with these qualifications because there are significantly fewer women who study and work in these fields.  We are working hard to improve our gender balance and to increase the numbers of women in senior executive positions and in engineering roles.

 

We report each year on our Gender Pay Gap and progress to reduce it.

 

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