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.
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:
This is the difference in hourly pay of male and female included employees per 5th April snapshot date and this is expressed as a percentage of the hourly pay of male included employees. This means that a positive number indicates men earn more than women; a negative number will mean the reverse. Pay is reported as both ordinary pay and bonus pay.
This refers to the bonus commission pay paid to male and female relevant employees during the 12 months prior to the snapshot date, expressed as a percentage of the bonus commission pay paid to male relevant employees.
Bonus pay proportion refers to male relevant employees who received a bonus commission in the 12 months, expressed as a percentage of the male relevant employees; female relevant employees who received a bonus commission in the 12 months, expressed as a percentage of the female relevant employees.
Organise workforce into evenly sized quartiles based on ranking of all included employees from highest to lowest by hourly rate of pay. Report on each quartile the number of full-pay male and females in each quartile as a percentage of the total in the quartile.
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.
We collated our snapshot data on 5 April 2019 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:
The Office for National Statistics has published (Oct 2019) and reports that the GPG for all employees in the UK fell from 17.8% to 17.3% in 2019.
The below illustrates the gender distribution of all included employees for Canon Europe across all four quartiles.
Please note that interns and employees who started within the first quarter did not receive a bonus in 2019. This explains why these figures do not add up to 100%
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.
We are continuing our efforts to achieve gender diversity across our organisation with an ambition to close the gap.
In 2019, we continued to place emphasis on several programmes and initiatives to create more awareness of gender balance in the workplace; such as unconscious bias workshops and women’s mentoring network which all played a pivotable role in creating a positive impact to this year’s report in comparison to last year.
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.
We also continued to emphasise our talent acquisition on attracting more female employees and renewed our focus on publishing job advertisements in a way that also attracts women.
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.
The impact of our efforts showed a 7% decline in our gender pay gap against the previous year. Though we saw results of a positive change in our gender pay gap, we still have way to go. 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 this 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 2020 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.
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.
