We understand that the richness of experience, skills contribution and viewpoints is what powers our business and makes us stronger.  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 second UK gender pay gap report shows a reduction in the pay gap between male and female employees at Inmarsat.  The mean pay gap has reduced from 24.5% to 21.9% and the median pay gap has reduced from 24.4% to 22.8%. While we are pleased to report the progress made in the 12 months from April 2017 to April 2018, we know there is much still to do.

Like many other technology businesses, our gap reflects our challenge to attract men and women in equal numbers, in particular into engineering, business development and sales positions, and senior management.

We want to address these differences, so we have developed a multi-year diversity and inclusion plan that will help rectify some of the imbalance.

Recognising the value of gender diversity for the company at the leadership level, we have set targets of at least 30% female representation among our Executive Team and our Extended Leadership Team.  We are working to eliminate potential sources of bias across our people management practices.

This report also sets out how we are engaged in improving diversity and supporting an inclusive culture beyond gender.

We expect that as we make further progress towards achieving greater gender balance in our senior roles and technical roles, our gender pay gap will reduce.  More importantly, we will be a stronger, more capable company though the diversity of our people.