Gender Pay Gap Reporting
Within the UK, PCI Pharma Services is a Group of companies; Anderson Brecon, Penn Pharmaceuticals and Biotec Services International. To demonstrate transparency and compliance with the requirements of the Gender Pay Gap we have registered those entities with more than the 250 staff employed but are also reporting through our Company website on those businesses that have less than 250 staff employed.
As a Company, we are passionate about fairness, equality and inclusion and are committed to reducing our gender pay gap. Across the whole UK business we are confident that men and women are paid equally for doing equivalent jobs.
As you will see from the attached reports, our immediate challenge is the uneven distribution of genders at different levels through the organization. The nature of some of our work; specific products we manufacture and handle, does limit our ability to have high levels of female staff working in these areas. We are looking at how we can better promote other opportunities/areas of the business to our female workforce and attract new female staff into our business.
We have undertaken a full review of all our UK Policies. With particular note to those positively supporting our drive to reduce our Gender Pay Gap; we have updated our Maternity Policy to offer more enhanced terms including the provision of a returners bonus to encourage our female employees to get back into the workplace and continue/further their careers; we have improved our ability to recognize and support flexible working, through improved flexibility in working hours and home working (where roles permit).
Identified as an Anchor Company within Wales by the Welsh Government, we are working closely with specific government departments and Further and Higher Education organizations to support a healthy and talented pipeline into our industry/business. How we attract, train and retain a strong workforce is key to our businesses success.
Across all our UK Sites, our aim is to achieve a 50:50 gender balance by 2020 (within a 10% tolerance) throughout the business. We are confident as we progress towards a 50:50 balance, our gender pay gap will reduce.