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UK Gender Pay Gap

Welcome to our UK Gender Pay Gap Webpage

The information and case studies shared on this site illustrate the work we are doing and commitments we are making to meet our ambition to be considered the world’s best employer for women by 2025. This forms part of our global work towards gender equality, which you can learn more about by clicking here.

our initiatives aim to support all women across different roles, areas and geographies of our business and will, over time, reduce our uk gender pay gap.  our initiatives support our global approach to reward at vodafone which is guided by our fair pay principles, set out .  we undertake an annual review against these principles across all of our markets.

hg0088管理watch the video below to hear more from vodafone’s chief hr officer leanne wood.

Case Studies

Enhanced maternity leave

Georgina has worked at Vodafone for six years within the Vodafone UK Operating company. She currently works as a Future Talent Specialist within the HR department, focusing on internal engagement, communications & PR related to the Future Talent programmes.

Reports

10.9%

hg0088管理mean pay gap

19.1%

median pay gap

37.0%

hg0088管理mean bonus gap

24.4%

median bonus gap

FAQs

vodafone's ambition is to be the world's best employer for women by 2025. from our groundbreaking global parental leave policy to our reconnect programme, we are committed to becoming a company with a strong track record of attracting, retaining and developing talented women. you can read more about what we're doing to reduce the gender pay gap on this webpage.

hg0088管理equal pay is about ensuring women and men are paid the same amount for the same job, while the gender pay gap compares the average pay of all male and female colleagues, in line with the uk regulatory methodology. at vodafone, we pay our men and women equally, but like most companies, we have a gender pay gap.

vodafone has a gender pay gap because there are currently more men than women in senior and specialist, and therefore higher paid, positions. this makes average male pay higher than average female pay, resulting in a gender pay gap.

hg0088管理we calculate the median and mean average hourly rate for men and for women. this is for uk employees only and in line with the uk regulatory methodology. the difference between these figures is our uk gender pay gap.

we calculate the median and mean average hourly rate for men and for women. this is for uk employees only and in line with the uk regulatory methodology. the difference between these figures is our uk gender pay gap.

hg0088管理we calculate the median and mean average bonus pay for men and women working in our uk operations, as per the regulatory methodology. the difference between these figures is the bonus pay gap.

hg0088管理'mean' and 'median' are two different calculations. to calculate the mean, the values (e.g. hourly pay or bonus pay) are added together and divided by the number of employees. the median is the number in the middle of all values, when arranged from lowest to highest.

hg0088管理employee hourly pay is ranked from lowest to highest, and divided into four quartiles, each with an equal number of employees. we then look at the proportion of males and females within each quartile, to understand the gender distribution at each of the four pay levels.

hg0088管理the gender pay gap will fluctuate year on year, influenced by changes in our business structure and the percentage of men and women at all levels and positions. notwithstanding this, it is of course our ambition to reduce our gender pay gap over time. you can find more information on how we intend to do this in the ‘global programmes’ section of this webpage.

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