UK gender pay gap

UK gender pay gap

Introduction

Our people and their expertise create tremendous value for EXL and play a direct role in delivering digital intelligence to our clients.

Diversity, equity and inclusion is central to our philosophy of creating an organisation that reflects the world we operate in. We recognise that the world we live and work in is diverse and fuelled by innovation. Our goal is to create a fair and inclusive work environment that embraces differences and promotes leadership opportunities to drive organisational success.

We believe that data is critical, so we are pleased to be sharing our UK Gender Pay Gap figures for the first time. The data will give us a benchmark against which to measure how we are performing against our goals.

We are also sharing some of the global initiatives that are aimed at closing our gaps.

At EXL, we believe that diversity, equity and inclusion are not only human imperatives but a business imperative. We strongly believe that organizations who embrace and celebrate diversity of thought, particularly among leadership, outperform in terms of innovation, employee retention and revenue. By fostering a fair and inclusive environment, we create a culture that empowers everyone to share their ideas and challenge conventional thinking - encouraging creative problem solving, cultivating innovation and providing the foundation for sustainable, long-term growth across the organization.

- Pamela Harrison
Executive Vice President & Chief Human Resource Officer

What is gender pay?

Gender pay is about measuring gender representation. It compares the average pay by gender for all roles collectively, regardless of level or type. It’s a measure of how consistent the proportion of males and females are, at all levels throughout an organisation.

Our Gender Pay Gap figures have been calculated in accordance with the UK regulations (published on the 22 February 2017), requiring organisations with 250 or more employees to report their gender pay gap. The data reflected in this report was collected in April, 2023.

 

We will be reporting these figures annually, so we will be able to share our progress towards closing these gaps.

Why do we have a gender pay gap?

Whilst globally we have 41% gender diversity, in the UK we do not have as many females in the organisation. 25% of our UK employee population is female.

Our action plan

We are committed to acquiring and developing diverse talent as a key driver for our long-term business strategy. Global initiatives include:

  • Driving our DE&I strategy and governance through a global Diversity & Inclusion Council which is responsible for reviewing progress quarterly.
  • Partnering with Women Who Code, an organisation dedicated to empowering women and technologists.
  • Improving the diverse candidate pipeline for every role, including through the use of gender diverse interviewers.
  • Seeking gender balance in our shortlist for hiring of senior management candidates.
  • Using AI tools to ensure that our job descriptions are not unintentionally biased toward any particular group.
  • Supporting women to advance their careers and achieve professional growth through networking, training and mentorship via our Women at EXL ERG (Employee Resource Group).
  • Ensuring that all people managers have completed “Managing Unconscious Bias” training.
  • Placing a special focus on female leadership development from mid to senior levels through:
    • Actively developing women in middle management roles to prepare for promotion.
    • Driving engagement and retention actions through DEI initiatives, and active succession planning through our internal pipeline.
    • Offering a women’s leadership certificate through Cornell University. In 2022, 22 of our senior management completed this focussing on strengthening digital, leadership and finance skills, as well as presence and communication acumen.
    • Make Your Mark, an exclusive six-month, virtual women’s leadership program. To date, more than 95 women leaders from manager-level and above have participated. Of those who have remained with EXL, 52% received promotions following their participation.
    • Preparing to launch a global mentoring program aimed at developing women for growthopportunities.

Specifically in the UK, we are focused on:

  • Ensuring we have diverse candidate pools for all, but especially senior roles.
  • Adopting a hybrid working model, to provide our employees with a degree of additional flexibility.
  • Supporting ReNew, our democratised self-leaning platform that promotes digital capability development to achieve employee-centric goals.
  • Ensuring that our reward is fair and without bias, by conducting regular equal pay audits.

We embrace diversity of thought and experience and remain committed every day to cultivating an inclusive culture, driven by EXL’s core values.