Qioptiq Limited - 英国性别工资差距2019年

Qioptiq Ltd is required by law to publish an annual gender pay gap report. This report represents the 3rd annual report since UK
legislation made this mandatory. Equality of treatment, quite apart from it being the only ethical position and brings business
福利。研究表明，一个更公平和更多样化和包容性的劳动力，但支付和性别是一个
维度,帮助企业引进新的talent leading to stronger performance. It can also make for greater employee
satisfaction and staff retention.

Qioptiq Limited及其母公司Excelitas Technologies，致力于与所有员工的平等机会和待遇平等的原则，无论性别，种族，宗教或信仰，年龄，婚姻或民事伙伴关系，怀孕/产妇，性取向，性别重新分配或残疾。This is evidenced by Qioptiq Limited’s Equality and Dignity at Work policies, and also Excelitas Technologies Global Standard of Business Conduct which has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other protected characteristic as set out above).

QIOPTIQ在英格兰，威尔士或苏格兰只有一个法人实体，符合“性别薪酬差距规定”规定的强制性出版物标准。本报告显示了Qioptiq Limited雇用的妇女和男性之间平均收益的差异，这些指标损失了一些指标。下面列出的数字已经使用2017年平等法案（性别薪水差距信息）法规中使用的标准方法计算。该数字截至2019年4月5日的薪酬数据，并取代了每年发布的上一份报告早。

根据英国法律，男女必须获得平等的薪酬：

• The same or broadly similar work
•在职业评估计划下，工作评定为等同于
•相等的工作

QIOPTIQ LIMITED相信其性别薪酬差距不会因同样或相同的方式支付男性和女性
equivalent work. Rather differences in pay due to gender is the result of the interplay of many factors including the career choices
经常在休息时期，随后的角色随后，男女后来在组织和薪金中进行
这些角色吸引了。该公司还认识到，由于提出，女性比男性更有可能接受职业生涯
children and the impact this has on earnings. While changes in society take place, they do so slowly and take time to follow
through into pay. In this respect the ‘gender pay gap’ as it is referred to, is a reflection of the past more than the present. The
gender pay data referred to below while Qioptiq Ltd specific is generally representative of gender earnings of the UK economy as
a whole.

Our commitment to promoting gender equality in all areas of our company is already in progress. In this respect we:

• 欢迎并承认要求遵守有关立法，该立法要求Qioptiq Ltd提出本公司和英国政府网站（https://gender-pay-gap.service.gov.uk）的性别支付差异。
• Use a leading job evaluation system to support a well-structured compensation system with clearly defined pay grades.
• 在尽可能按照2014年度的灵活工作规定，在尽可能靠尽可能在尽可能灵活地处理现场的支持请求。
• 提供标准的四天和半天的工作周，认识到这一实际支持，这可以带来劳动力，特别是那些具有传统关怀职责的人，如儿童或老年父母。
• 支持父母责任的员工，并从产假和亲子休假返回。
• Partner with local secondary schools and colleges to raise the profile of Science, Technology, and Engineering and Mathematics (STEM) subjects for both genders. We have done similar encouraging apprentices and those at university offering internships and providing work experience.
• Ensure that fair and non-discriminatory processes and practices are used for the recruitment, induction, training and promotion of employees.
• Continue to review the company’s website and other literature to ensure a positive message is given to encourage women into all areas of the business and avoid the use of any gender bias in any of our images.
• 继续支持航空和航空航天宪章中的妇女，并将努力改善该部门妇女的机会。
• Created a Women in Leadership group within Excelitas which has Executive support.

男女差距：

• 意味着性别支付差距是13.8％
• 中位数性别工资差距为16.8％

收到奖金的男女比例：

• 82.8％的女性
• 91.4% of Men

BONUS GAP BETWEEN MEN AND WOMEN:

• 均值奖金支付差距为49.7％
• 中位数奖金差距为4.3％

PROPORTION OF WOMAN IN EACH PAY QUARTILE:

TOP = 7.5％|上层= 10.5％|下= 17.9％|较低 - 26.6％
(Band A) (Band B) (Band C) (Band D)

Changes to most metrics reported above were small and provided mixed readings. Mean Gender Pay Gap is reported at 13.8%
与上一年的13.2％。然而，整个经济的平均性别薪水差距（根据2019年10月
Office for National Statistics (ONS) Annual Survey of Hours and Earnings is 19.4%.

Median Gender Pay Gap increased to 16.8% as opposed to 14.3% the previous year.

与此，前一年和上一年和鞋面的妇女中妇女比例增加到7.5％
middle quartile saw the proportion of woman at 10.5% this based on latest data up 1% against the previous year.

Small changes in the number of female employees, particularly across some bands, means that single year movements can be misleading. Also the data lends itself to analysis for insight. For example, the mean bonus gap of 49.8% reflects that only 7% of employees in the Upper Pay Quartile (Band A) are women. This is by product of a long term historical trend of fewer females entering into engineering in the UK.

长期趋势更加揭示，随着时间的推移，Qioptiq Ltd将有准确结束的数据。

Qioptiq Ltd and that of our parent company, Excelitas Technologies believes our commitment to the practice and initiatives reported above will impact positively in the years ahead.

我确认我们在本报告中的数据准确，并根据2010年平等法令（性别薪酬缺口信息）条例的要求计算。

Peter White

Managing Director & VP Land Equipment,

excelitas., March 16, 2020