VML Enterprise Solutions believes that all employees should be treated equally regardless of gender, ethnicity, age, religion, sexual orientation, or disability.

As a company with a high proportion of specialised technical roles, we naturally encounter more challenges in recruiting. We employ more men than women, and with fewer women in more senior roles, this results in a gender pay gap, as reflected in our gender pay data.

We are committed to closing the gender pay gap with long-term solutions that are both impactful and sustainable, with a focus on creating a gender-balanced talent pipeline and ensuring we support more women into senior roles.

The Gender Pay Gap regulatory reporting provides details of the gender and remuneration distribution across our organisation. The figure measures the difference between the hourly rate of pay (median and mean) of all male and female employees, irrespective of their role or seniority within the organisation at the snapshot date of 5 April 2024.

This is different from equal pay, which is the difference in pay between men and women who carry out the same or similar jobs and is a legal requirement. The statistics contained in this report do not represent equal pay.

Gender Pay Gap Report 2024 Cover

A Focus On Our People

Attracting Talent

Our two-year UK Graduate Development Programme is driving change in the tech industry by breaking down gender barriers in a traditionally male-dominated field. The program develops Testing, Front-End and Back-End Development, Cloud Engineering, and Project Management skills, equipping the next generation for success. In 2024, we proudly celebrated the graduation of nine talented individuals, with a near-equal gender split - 56% male and 44% female - demonstrating our commitment to a diverse and inclusive future in technology.

Developing Talent

Our ASPIRE programme in the UK represents a powerful investment in closing the gender pay gap, empowering high-potential female talent through strategic learning, executive coaching, and peer collaboration. This transformative journey combines immersive workshops, oneto-one coaching, and mentorship to enhance personal brand, build influential networks, and equip participants with practical tools for career advancement. The programmes impact speaks for itself - ASPIRE participants are 40% more likely to advance into senior positions within 18 months, demonstrating our organisations concrete commitment to accelerating women's progression into leadership roles. This programme will continue to be in place to promote female progression.

Project CAKE is our internal growth architecture initiative, a key component in our efforts to foster a more equitable and rewarding workplace. By providing clear career paths (Switch, Elevate, Embrace), transparent skill matrices, and accessible development resources, CAKE empowers all employees to take control of their career progression. This structured approach promotes equal access to growth opportunities and advancement, enabling individuals to develop the skills and experience needed to reach their full potential. By promoting transparency and targeted development. Project CAKE supports our commitment to fair compensation practices and a more inclusive work environment.

Supporting Talent

Family Policies: We have enhanced and expanded our UK parental leave policies with enhanced leave for primary and secondary carers (including adoptive and surrogate). The launch of our neonatal policy also includes paternity/secondary carer leave of up to 2 weeks paid leave for babies born before 37 weeks.

Female Health Policies: We have extended our UK female health policies to include neo-natal support for eligible parents of premature babies and babies requiring neonatal treatment extending leave for up to 12 weeks on full pay. Our female health policies also include menopause, fertility, and baby loss. Whilst being intrinsically linked to women, our policies are inclusive, providing support to all who could be impacted. Our private healthcare is also now a day 1 benefit and includes further support for menopause as well as support for Gender Dysphoria treatment.

Future Objectives

Our commitment to female talent: We are dedicated to empowering female talent in the UK through inclusive development programmes. We will be evolving our UK initiatives, expanding mentorship, and fostering career growth, to support women as they progress into VML ES Leadership roles.

Inclusive Hiring: We will continue our commitment to inclusive hiring, fostering diverse talent, and amplifying marginalised voices. By strengthening partnerships, enhancing transparency, and expanding early career programmes, we will drive equitable opportunities for all, building a more inclusive and impactful future at VML ES.

A focus on data and employee insights: We harness data and employee insights to shape a culture of inclusivity and growth. By leveraging Workday, we will make informed decisions that empower our UK female talent. Our listening strategy will ensure every voice is heard, driving meaningful change and fostering a true sense of belonging.

Expanding our ERGs through an intersectional lens: We expand our ERGs with an intersectional approach, recognising that individuals belong to multiple communities. By fostering dialogue, we create inclusive spaces that address unique challenges and opportunities. VML ES welcomes all genders, encouraging men to be allies and advocates for equity. Our ERGs are open to everyone, promoting active participation in building an inclusive culture. We continuously evolve, assess and address the needs of our diverse communities, ensuring every voice is heard and valued.

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