2023 Pay Gap Analysis in the UK

 

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require VMware UK Limited (“VMware”) to annually review, report, and publish our gender pay gaps.

 

VMware welcomes the increased transparency required by this legislation and is committed to reducing its gender pay gaps. This requirement also helps support our ongoing focus on increased representation, career progression and leadership opportunities for women at VMware and across our industry. We also firmly believe that a greater representation of women across our business will help drive greater progress and innovation in our company and ultimately across our industry.

 

Our people are at the core of who we are as a company and we are proud to be an organisation that promotes a culture where women and underrepresented persons in our workforce feel connected, empowered, safe, heard, recognised, and celebrated.

 

We are committed to our inclusive company culture where all our employees thrive and are empowered to build the best version of their careers, whilst collectively achieving our business objectives. To enable this, we recognise the importance of having a workforce that is representative of our customers, partners, and the communities where we live and work. This is why we continue our focus on encouraging women and other underrepresented communities to apply for careers at VMware.

 

We recognise that achieving greater inclusion for all communities requires long-term commitment. Whilst there is much VMware can be proud of, we still have lots of work to do.

 

Below, we have set out VMware’s gender pay gap results for 2023, including our analysis of key factors contributing to these and initiatives we are taking to help reduce these gaps for the future.

 

Gender pay gaps versus equal pay

 

The gender pay gap shows the difference between the average (mean and median) earnings of men and women employees and is always expressed as a percentage of men employees’ earnings. It is the output of a calculation that makes no allowances for differences in job role or seniority but aims to show demographic imbalance in a workforce. Equal pay on the other hand, requires men and women doing the same or similar work to be paid the same. Equal pay has long been a legal requirement in the UK and is required across our global compensation practice.

 

View Pay Analysis

 

Factors Contributing to the Gender Pay Gap

 

VMware has identified mean and median gender pay gaps in respect of hourly pay and bonus pay. Our analysis of the data suggests that the below factors have significantly contributed to these pay gaps.

 

• VMware’s Individual Contributor level within its global job structure comprises most of the employee workforce in the UK and includes a broad range of roles from interns to senior technical staff. Only a small percentage of roles in the highest pay quartile of this Individual Contributor level are performed by women, which is contributing to our overall pay gap in the UK.

 

• Whilst we are committed to improving representation of women across our workforce, we still see a lower representation of women in product engineering, technical and in the highest-level Individual Contributor sales roles which is further contributing to our gender pay gap.

 

 

What is VMware doing to address its gender pay gap?

 

1. VMware’s goal to hire more women to improve representation of women employees globally

 

To better champion women representation in our UK workforce, as well as globally, our aim is that that over 1 in 3 hires (37%) will identify as a woman. To help achieve this:

 

a. all VMware leaders, including those in the UK, at Senior Director level and above, have Diversity Equity and Inclusion (“DEI”) goals as part of their management objectives (and which are linked to their bonus objectives). Some of these DEI goals are focused on increasing representation of women in VMware’s hiring processes by using consistent, objective, inclusive and sex/gender-neutral candidate interview slates;

 

b. all VMware global job requisitions have at least one candidate on the interview slate who identifies as a woman or the hiring manager will be required to engage in a review process with the relevant VP or above on why it was not possible to meet the candidate interview slate on their requisition. The VP or above is expected to use this review to coach their team member on the ways they can meet this candidate interview slate requirement on future requisitions;

 

c. reports are run to see how many requisitions are in "Guided by Outcomes” (“GO”) format, which entails a description of the performance outcomes, not the ideal characteristics or qualifications of a candidate;

 

d. all interviewers are encouraged to go through the “GO” interview training and VMware’s recruitment process follows the structured “GO” interview format, which aims to be less biased and more inclusive to encourage broader and more diverse representation in our future workforce;

 

e. VMware advertises many roles as being available on a flexible or remote working basis by default as research indicates that this increases the number of applications by women and more broadly as a supporter of employee empowerment; and

 

f. in each hiring activity, VMware aims to include a diverse candidate from both within and outside of the technology space to help increase representation of women by capturing those women candidates that may not have previous direct technology industry experience, including in sales or technical-related roles.

 

2. Supporting all employees with caring responsibilities

 

VMware is a supporter of equal parenting and caring opportunities for all and has implemented policies and initiatives to support this position. This includes VMware’s commitment to non-tenure specific parental leave benefits and leave provision for primary and secondary carers without making any assumptions as to outdated “gender norms”. VMware hopes that such initiatives will make employees to feel supported with their care responsibilities throughout their VMware careers and will encourage those with care responsibilities to apply for career opportunities at VMware.

 

3. Our Power of Difference communities (“PODs”) to address underrepresentation of women across VMware globally, including our UK workforce

 

We recognise that giving people a discussion space, including for issues experienced by women in our UK workforce and globally, can help to attract women candidates in the UK, enhance their employee experience, engagement, professional and personal growth and their retention. Our Women@VMware POD aims to encourage women hired by any VMware location, to discuss and share experiences and to provide ideas and suggestions on how VMware can continue promoting opportunity and experience for its women employees. VMware also recognise the importance of role models to encourage women into technology and leadership roles. To support this, the Women@VMware POD host ongoing initiatives that showcase women’s career journeys to encourage more women to progress their careers and not be deterred by the ongoing lack of representation of women in technology.

 

Final thoughts from our UK business leader and statement of accuracy

 

We are pleased to see some improvements in this year’s reported figures and the continued progress of our company. That said, we recognise that there is still much more progress to be made. We therefore remain committed to addressing our gender pay gap, underrepresentation of women, other underrepresented persons and equality of opportunity for all within our company.

 

As a Vice President of UK and Ireland Sales Management at VMware UK Limited, I confirm accuracy of the contents of this report regarding VMware UK Limited’s gender pay gap information.

 

Tamar Brooks

Vice President, UK and Ireland