Creating an inclusive and diverse company where all our people can thrive is paramount at Inmarsat. Today we have published our Gender Pay Report which shows a reduction in our gender pay gap by over 2% following our initiatives and efforts. However, we realise that there is much more work to be done to close the gap which is why we remain committed to continued positive change, attracting talent from more diverse backgrounds, encouraging more women to consider a career within STEM and developing the exceptional talent of our female colleagues at Inmarsat.

Although reporting on gender pay is a legal requirement in the UK, that’s not the only reason we do it. It’s something we care about and want to improve and is something that we know is important to our employees.

On the right track

Based on a snapshot date of 5 April 2020, our latest Gender Pay Report UK indicates a reduction of the gender pay gap in most metrics. One reason for these reductions is that more women were recruited into some of the higher graded roles at Inmarsat in 2019/20 and more men into some of the lower graded roles.

Although we are pleased with the progress we’ve made in recent years, we recognise that closing the gender pay gap will take more time and effort. We’re determined to make this happen.

Looking ahead

Our gender pay gap is largely driven by the limited representation of women at Inmarsat. Like many other technology and engineering businesses, it can be difficult to attract men and women in equal numbers, particularly in engineering, business development, sales and senior management. In fact, our 2020 analysis shows that if we had equal numbers of men and women at each organisational level, the gap would be reduced to 8.5%.

It’s therefore vital that we continue to reduce gender bias in the areas of recruitment, development, reward and retention. We already have a number of initiatives in place that are having a positive impact and we will build on these in 2021. 

Read the report

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