Advanced’s gender pay gap of 20.2% represents the difference between the average pay for a male in the company, compared with the average pay of a woman. This is a reduction of 2.6% on last year’s report, which showed a gap of 22.8%.
We are committed to a long-term goal of filling 60% of our non-entry-level roles through internal promotions and doing so using a clean, bias free and open selection process. We have a bias-free recruitment selection process, and in 2017 we made the bold decision to remove CVs from all selection activities in our business.
As a result in 2018 62% of our non-entry level roles were filled through internal promotions, meaning nearly 10% of our workforce were promoted internally last year. Of these 27% were female, against an overall female population of 25%.
We remain focused on positive action to reduce our gender pay gap and in 2019 Advance will launch a new recruitment brand to better target key demographic groups to attract applications that are more diverse and better represent the communities we serve.