Gender pay gap reporting

Gender pay gap reporting

Canon Europe is the EMEA strategic headquarters of Canon Inc. based in Uxbridge, UK.

Founded in 1937 with the specific goal of making the best quality camera available to customers, Canon’s tireless passion for the Power of Image has since extended its technology into many other markets and has established it as a world leader in both consumer and business imaging solutions. Its solutions comprise products ranging from digital compact and SLR cameras, through broadcast lenses and portable X-ray machines, to multi-function and production printers, all supported by a range of value added services. Canon invests heavily in R&D to deliver the most innovative products and services to satisfy customers’ creative needs. From amateur photographers to professional print companies, Canon enables each customer to realise their own passion for image. Canon’s corporate philosophy is Kyosei – ‘living and working together for the common good’. Canon pursues sustainable business growth, focusing on reducing its own environmental impact and supporting customers to reduce theirs using Canon’s products, solutions and services. Canon has achieved global certification to ISO 14001, demonstrating a world-class environmental management standard.

Under new legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap.

In this report, we are sharing the median (midpoint) and mean (average) pay gaps between men and women’s hourly ordinary pay and bonuses. Under the new legislation, we have to report six different pieces of information relating to the pay of the included workforce population and these are:

It is important to remember that gender pay reporting is different to equal pay.

Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with and the individual calculations may help to identify what those issues are.

Our Workforce

We collated our snapshot data on 5 April 2018 and from this, excluded non-relevant employees (those not receiving full-pay/those not employed by us on the snap shot date). This left us with an included workforce demographics as follows:

our workforce

Total included employees Canon Europe Limited
Our total included employees, 34% are women and 66% are men

Our gender pay gap statistics

The Office for National Statistics has just published (Oct 2018) the GPG for all employee jobs in the UK 2018 which shows the Median GPG to be 17.9% and the Mean GPG to be 17.1%. Now you have a point of reference when reviewing our results.
pay gap statistics

Gender pay gap – Snapshot Data
The above chart shows our mean and median hourly ordinary pay gender pay gap

Pay Quartiles

The below illustrates the gender distribution of all included employees for Canon Europe across all four quartiles.
pay quartiles

Gender Pay Gap – Bonus

gender pay gap bonus

The above chart shows our mean and median bonus gender pay gap.

Bonus pay proportion

Please note that interns and employees who started within the first quarter did not receive a bonus in 2018. This explains why these figures do not add up to 100%

bonus pay proportion

Understanding our pay gap

Men have traditionally dominated our industry, and this is reflected in our EMEA headquarters where 66% of our employees are male and 34% are female. This therefore impacts the median and mean bonus gender pay gap as these positions often attract a higher level of variable earnings, reflecting market practice.
However, this ratio is currently not representative at the more senior levels. This means our average male salary is higher than our average female salary. We have a representation of international assignees, from across EMEA and further afield, who contribute positively to our rich cultural mix of diversity, knowledge and experience. This population is, however, male dominant and has an impact on our gender balance and gender pay gap.​

Image showing two colleagues analysing some worksheets

Closing the gap

We are continuing our efforts to achieve gender diversity across our organisation with an ambition to close the gap.

In 2018, we placed more emphasis on talent acquisition to attract more female employees and renewed our focus on publishing job advertisements in a way that also attracts women. This has resulted in a 50:50 intake of men: women.

​The impact of our efforts however saw a neutral effect on our gender pay gap. As previously mentioned, this is largely due to the types of roles men and women in our industry and within our organisation fulfil and also further highlighted by the rich and diverse cultural mix of international assignees from EMEA and further afield. While the latter brings great value to our organisation, the higher proportion of male employees in this population impacts our gender pay gap.

​Any gender pay gap tells us that there is still work to do and in 2019 we will continue to focus our attention on Diversity and Inclusion programmes and initiatives in our commitment to close the gap.

​We believe we have the fundamentals of an inclusive culture and offer progressive and enhanced maternity, adoption and shared parental leave policies to balance the demands of parenting between both parents and overall, to improve work life balance.

​Attracting and hiring women into our business is important to us, especially in sales and service roles that are currently less represented by women. We will focus continued attention on managing talent internally and externally, to ensure a more concerted sourcing approach that focuses on attraction and succession planning for female talent, to further strengthen our existing capabilities and close the gender gap.

​We have an established Gender Focus Group, Include to Win. This group has developed a number of programmes and initiatives to create even more awareness of gender balance in the workplace including piloting a ‘Unconscious Bias’ workshop and Career Workshop and setting up a women’s networking group. In addition, we are supporting an external women’s mentoring programme Aspire to complement our internal mentoring programme.

​We continue to collaborate with our employee representation, and our Diversity group. We believe by valuing the diversity and harnessing the unique ideas, opinions, perspectives and talents of all who work for and with us we can enhance the organisation, our performance, our brand and our ability to achieve our goals.


I confirm that the data reported is accurate and meets the requirements of the Regulations and methodology outlined in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.