As both of Bonnier Books UK’s legal entities — Kings Road Publishing and Igloo Books — have fewer than 250 employees, the company is not legally required to publish the data.
Perminder Mann, CEO, Bonnier Books UK said that she hoped that being open about the challenges the company faces would help to “drive positive change”.
“Although we recognise the data in this report cannot provide the full picture, it’s a much-needed reminder of the structural inequalities that exist in every workplace, and the duty we have as an employer to tackle the obstacles that are preventing many women from reaching their potential.”
Perminder Mann, CEO, Bonnier Books UK
Mann said: “equality is not simply ‘the right thing to do’; it’s crucial if we are to stay relevant in today’s competitive marketplace. Attracting, developing and retaining a diverse pool of talent will drive our business forward for decades to come. Although we recognise the data in this report cannot provide the full picture, it’s a much-needed reminder of the structural inequalities that exist in every workplace, and the duty we have as an employer to tackle the obstacles that are preventing many women from reaching their potential.”
Compared to 2018, Bonnier Books UK’s mean gender pay gap has decreased by 6.6%, while the median gender pay gap has seen a small increase (+1.6%). Since 2017, the company’s mean gender pay gap has decreased by 9.9% (2017: 30.2%).
Anna MacLaren May, People Director at Bonnier Books UK, said: “While our gender pay data suggests that we are making progress, closing the gap will take time. We are committed to working continuously to identify the factors stunting women’s career growth and potential.”
In 2018 Bonnier Books UK introduced a number of initiatives to create a fairer, more balanced workplace, including; flexible working hours, anonymous recruiting, enhanced family leave policies and three extra days of annual leave. Bonnier Books UK has highlighted four key areas of development for 2019 to continue its long-term plans to continually develop a more inclusive, sustainable and supportive culture.
Perminder Mann said: “I am continuing to work with our People Director, Anna MacLaren May, and the senior leadership team to make sure we are supporting all of our people, irrespective of gender, age, ethnicity, disability, sexual orientation and socio-economic background.”
The full report is available to read online here.