The gender pay gap shows the difference between the average (mean or median) earnings of men and women and is always expressed as a percentage of male earnings. These UK-required reporting statistics are not the same as equal pay, which deals with pay discrimination and the differences in pay when members of the opposite sex are paid differently but yet they carry out the same work, similar work or work of equal value.
Our disclosure for The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 in the UK reveals an issue which is common across the technology industry: there are still not enough women in senior technology roles.
VMware is proud to be an organisation that is committed to the success of its female workforce. Not only do we want to improve representation of women in VMware, but also to demonstrate that the technology industry is one where women can truly have a thriving and rewarding career. Over the next decade, VMware will hire one woman for every man and ensure half our managers are women or from an underrepresented group.
We believe in transparency which is why we welcome the UK law that requires us to report our Gender Pay Gap calculations. Monitoring our Gender Pay Gap helps us to measure our progress as we strive to increase female representation and advance women’s leadership both at VMware and within our industry.
Fostering an inclusive culture with a strong mix of diverse representation is one of VMware’s top business priorities. We continue to focus on hiring talent from underrepresented communities including women, people with disabilities, veterans and those that identify as being part of LGBTQ communities. We recognize that building a diverse and inclusive workplace is critical to our success and, while we made positive progress in some areas, we still have work to do.
As part of the VMware 2030 Agenda, our decade-long commitment to addressing critical challenges facing the global community, we have highlighted Equity as one of the three outcomes we are driving towards. It represents our desire to build a future that is accessible, inclusive and just for all. The 2030 Agenda and its goals have been integrated into the business with accountability at the leadership level.
Operationalizing our Commitment
Approach to Hiring
To improve representation of women globally, we’ve set some bold goals and modified our hiring processes:
Our Power of Difference Communities (PODs) are employee-driven groups that enhance VMware’s inclusive culture. We have 7 Global Demographic PODs including Women@VMware. Participation is open to anyone in the company and is designed to help participants grow as leaders, engage with different communities, and drive business impact.
Building Communities Across the Technology Industry
We work to inspire change, build community and increase female representation across the technology industry and beyond:
Melinda Lee Ferguson, Vice President, UK and Ireland