At Inmarsat, we want to foster the richness of ideas, thoughts, opinions, perspectives, backgrounds and experiences to create value for our people and our business. To do this we are creating an inclusive working environment where everyone can bring their whole selves to work.
We need both diversity and inclusion to achieve this and have a strategy in place to make this happen. More diverse organisations drive better business. In terms of creativity and finding the right solutions to problems. We are immensely proud of the progress we’ve made to date and of our commitment to becoming a truly diverse organisation that reflects the global communities we serve.
Our third UK gender pay gap report shows that our mean pay gap has remained the same at 21.9%, and the median pay gap has slightly increased from 22.8% to 23.2%. One reason for the increase in the median pay gap is due to the number of women employed at the entry-level positions during the period from April 2018 to April 2019. As with all our employees, they will have the opportunity to develop and grow into future leadership roles.
Recognising the value of gender diversity for the company at the leadership level, we are pleased to report that the Inmarsat Executive Team has seen an increase from of female representation from 25% in 2018 to 31% in 2019. The representation of women at the extended leadership level also increased, from 27% in 2018 to 31% in 2019.
This report highlights some key actions from our diversity and inclusion strategy, our plan to increase representation across all levels of our organisation and to support an inclusive culture beyond gender.
Gender diversity continues to be an essential element of our business strategy, underpinning our future success. Only with full gender diversity can we attract top talent internationally, free ourselves from institutional bias, and make the most of our capabilities and human potential.