Gender pay gap 2021 report - landmark.co.uk - Landmark Information Group
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Gender pay gap 2021 report landmark.co.uk
Since 1995 Landmark Information has invested in its data, systems
and, most importantly, the people. Today we are proud to be the
UK’s leading provider of property and land search information.
We always strive to recruit and retain talented people, Our progress
but believe it is more than just knowledge and skills;
This is our fourth annual gender pay report, based
it is the person behind the role that makes Landmark
on the data from April 2020. We have continued to
a workplace to be proud of.
make progress against the actions we have in place
Everyone’s contribution plays an important part to improve our gender balance. While we have seen a
in all we produce, whether you are a Developer, good improvement in our results, we know that there
Product Manager, Customer Services Advisor or are many factors that can influence the overall picture.
work in our Finance team. We recognise that having Such factors include changes in the overall number of
a diverse workforce makes us stronger, allowing us employees. Our employee gender split has remained
to combine a wide range of knowledge, experience at similar levels to 2019.
and points of view.
We recognise that this is reflective of our industry
Gender is only one aspect of striving for a diverse and we are committed to continually reviewing our
workforce and this has always been a focus for approach to hiring, developing and supporting all our
Landmark, along with providing a fair and equal people with the goal of creating a diverse workplace
environment for everyone. where all employees, irrelevant of gender, race,
disability or sexual orientation, can thrive.
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 01
The difference between male and female pay
2020 mean 2020 median 2019 mean 2019 median
Hourly pay gap 20% 15% 29% 19%
Bonus pay gap 54% 5% 63% 16%
The proportion of males and females receiving a bonus payment
87% 83%
The proportion of males and females in each pay quartile, 2020 Males Females
100%
44% 32% 31% 20%
80%
60%
40%
56% 68% 69% 80%
20%
0%
Lowest quartile Second quartile Third quartile Highest quartile
The proportion of males and females in each pay quartile, 2019 Males Females
100%
49% 37% 34% 20%
80%
60%
40%
51% 63% 66% 80%
20%
0%
Lowest quartile Second quartile Third quartile Highest quartile
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 02
What do our gender pay figures say about us?
Our hourly pay gap figures are showing that we have While our workforce is heavily male-dominated,
been able to make significant improvements in our we have seen more females joining our business in
mean and median score, reducing it by 9% and 4% key areas such as Sales, where we have seen a 1%
respectively. The reason for this is complex and is increase of females. We are also seeing stability in
impacted by many positive changes we have made our figures concerning the gender split in Technology
in areas such as recruitment, career progression and and Information Services, Finance, Human Resources
changes in roles. We have a 2.7% increase in females and Product, which have remained the same since
who received bonus payments in 2020, which has 2019. We accept there is more we will continue to
contributed to the difference in mean bonus pay, do to bring about change and promote greater
reducing it by 11%. Our organisation and workforce representation of women across all roles and
are heavily technology-focused. As such we face the particularly our leadership teams.
same challenges other companies of a similar size
with a STEM (Science, Technology, Engineering,
Maths) focus do within our sector.
TIS Sales
24% 34%
66%
76%
Customer Services Finance, HR and Product
37% 36%
63% 64%
Males Females
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 03
We have continued with targeted leadership and
recruitment training programmes to develop our
managers’ leadership knowledge and skills, to
support our business and people and ensure
a consistent approach towards building a
diverse workforce.
In 2019 we established Women in Tech forums with
our female STEM employees. These have continued
to provide an opportunity to discuss ways to improve
the working environment and review recruitment
practices to attract women into STEM roles.
As a result, we have seen a 24% increase in the
number of women gaining career progression
within the business, with an 18% increase of
females promoted in our STEM roles, compared
to the previous year. However, we recognise we We consistently experience lower levels of employee
will need to continue to encourage females into turnover for our industry and believe this reflects
STEM roles. positively on our culture and working environment
for all employees. Where we did experience attrition,
The proportion of males and females in our entry- some of this was at a senior level and largely male
level roles, 56% for males and 44% for females, employees, which has an effect on our mean and
have remained at similar levels to last year, which median pay gap.
was 51% male and 49% female. This demonstrates
our concerted efforts to reach a broad range of We have also reduced our bonus pay gap. This is
candidates when recruiting. Although we have not largely due to our recruitment, career development,
seen a significant increase in the number of women and development activities highlighted above. As we
across each of the quartiles, our reduction in the see higher levels of female representation in more
mean and median pay highlights the movement senior roles who are eligible for bonus payments,
of existing employees and associated pay increases, the median gap is reducing.
which moved them higher within some of the
quartiles. We have also seen more females transition
into management roles. Whilst we are demonstrating
a positive trend, we recognise that we still have
fewer women in our senior highly paid positions.
The proportion of males and females in our entry-
level roles, 56% for males and 44% for females,
have remained at similar levels to last year,
which was 51% male and 49% female.
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 04What is Landmark doing to address its gender pay gap?
We remain committed to reducing our gender pay gap, The long-term impact of the apprenticeship endeavours
however, we feel that it is important to acknowledge within Landmark can certainly account for the higher
that the pay gap cannot be closed overnight. level of female career progression and associated
percentage salary increases that we are seeing. This
A key factor in this will be the need to have greater also corresponds with the data demonstrating that
female representation in STEM-related roles, which although the gender split in each pay quartile remains
will ultimately require an increase in females studying similar, females are moving up within each quartile
these subjects in education. We are continuing to and therefore reducing the gap.
actively work with our recruitment partners to identify
female STEM talent when roles are advertised. We have In March 2020, we celebrated International Women’s
also expanded our dedicated Talent Acquisition Team Day and marked the occasion by interviewing a number
to include a Talent Recruiter who is primarily focused of female employees from around the business to find
on STEM roles. We have two internships this year out more about their roles and why they choose to
within IT that commenced in the summer of 2020. work for Landmark. We used our platforms on social
media to encourage discussion around diversity and
In the longer-term view, over the previous three the representation of females in STEM-focussed roles.
years, nine apprenticeships have commenced, with Each of the employee interviews was published as
33% of those apprenticeships awarded to females, blogs on our website and promoted via social media
particularly in Finance and Sales roles. Of these, 33% to promote this discourse.
have successfully completed their apprenticeship and
joined the company on a permanent basis or achieved Our Women in Tech forums were an initiative launched
promotion, with a further 33% continuing to undertake in 2019 and we have continued to hold them quarterly
their apprenticeship training. In 2019, we saw four current throughout 2020. These forums help us to understand
employees complete apprenticeship qualifications whilst any challenges and opportunities faced by female
working in the Finance and Customer Services areas of employees and how we can best support them in
the business. 75% of these employees were female, with their careers. The key focuses in 2020 were ensuring
all achieving their qualifications and gaining promotion. job adverts were appealing to both genders (by using
In 2020 we have seen two female employees in the gender neutral language etc.), wellbeing, and how to
Technology and Finance areas of the business complete encourage and support a healthy and realistic work/
apprenticeship qualifications. We have also seen three life balance. The focus on support and wellbeing was
employees, with one out of the three being female, key when we were faced with the challenges of the
commence apprenticeship qualifications within the Covid-19 pandemic.
Technology and Product areas of the business.
These are due to be completed in 2021.
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 05We continue to use skills-based interviews and have We are very supportive of flexible working requests
mixed gender recruitment panels for all roles. We also to either reduce working hours, amend start or finish
seek to shortlist women, based on skills and experience, times, or work from home in a set pattern. We have
for all roles, but more specifically in STEM roles. We are seen an increase in flexible working, with 7% more
moving to a different Applicant Tracking System in 2021, employees working flexibly compared to 2019 and
which will provide greater reporting capabilities and 17.5% more than in 2018 (prior to Covid-19 restrictions).
create the opportunity to monitor the balance of We are open-minded about how we can support our
female CVs being submitted for review. employees to create a working environment to maximise
their full potential. This has been most effective during
Salary is determined by role, and closing the pay the lockdown periods enforced by the government in
gap will require a long-term view. We will continue to 2020-21, and we have used this as an opportunity to
regularly monitor and carry out salary benchmarking really understand how the business can successfully
across all roles to ensure we pay equitable salaries operate with increased flexibility once the current
irrespective of gender. restrictions are lifted.
We are continuing to review personal training, We have placed great focus on ensuring the mental
development and career progression plans that aim and physical wellbeing of our employees throughout
to promote talented women within our business, as this time, with the creation of a ‘Wellbeing Hub’ which
well as identifying opportunities to hire new female provides up to date information, news and guidance
talent into our organisation at every opportunity. from trusted sources regarding the Covid-19 situation.
We also sought to provide useful resources and advice to
We have an established Job Families structure within help employees get the balance right; not only regarding
our IT organisation which provides greater transparency work, but also about them personally, their family, and
around opportunities and the skills required for all how to feel good and function well, both physically
employees to progress. We introduced the Job Families and emotionally. This was bolstered by a Wellbeing
structure within our commercial organisation in 2019. Newsletter which is published regularly and seeks to
We are continuing to work with all employees and make employees feel more connected and continue
managers to help them understand the available career to share communications and information regarding
paths within the organisation and support them to the Covid-19 situation, also providing hints and
navigate and build their skills and experience. Workshops tips on maintaining or improving mental and
on Understanding Job Families, Career Conversations physical wellbeing.
(for all employees) and Personal Development Planning
have been delivered throughout 2020 to engage and
support our people and managers.
We are continuing to review personal training,
development and career progression plans that aim
to promote talented women within our business.
©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 06We also recognise the importance that our management I, Julia Lovell, HR Director, Landmark Information Group, teams play in influencing our culture and drive for confirm that the information in this statement is accurate. equality in all that we do. We deliver training sessions for our line managers on a regular basis, targeted at developing their leadership knowledge and skills to support our business and people. All programmes Signed: have been developed to advocate and embrace diversity in all its guises. We feel it is important to consult with our employees on this topic and will share our gender pay gap results with all personnel, inviting them to contribute both Date: March 2021 thoughts and suggestions on what we can do to improve our approach to addressing our imbalance. We will continue to update our employees on any initiatives in this area via our company briefings and email communications. This is our Landmark report for the snapshot date of 1st April 2020. The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. ©2021 Landmark Information Group | v1.0 Gender pay gap 2021 report 07
To find out more about Landmark Information Group, email us at helpdesk@landmark.co.uk or call on 03300 366000 landmark.co.uk
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