UK Gender Pay Reporting 2017

In April 2017, the United Kingdom (UK) Government introduced new gender pay gap (GPG) transparency regulations under the Equality Act 2010 to encourage large employers to identify and address any gender pay gap.

Our Business

ServiceSource (NASDAQ:SREV) helps the world’s leading brands find, convert, grow and retain B2B customers. ServiceSource brings to market nearly 20 years of exclusive focus on outsourced solutions for inside sales, customer success, and revenue retention across 45 languages and 170 countries, both directly to end-users and indirectly through channel partners. Our UK office is located in Liverpool, and our global headquarters is in Denver, Colorado, USA.

GPG Disclosure

As of April 5, 2017 (Snapshot Date), ServiceSource employed 271 eligible individuals in the UK; 55% of whom were women and 45% of whom were men.

The comparison of Ordinary Pay and Bonus Pay (each as defined in the GPG regulations) is as follows:

Women's Ordinary Pay is:40% lower (mean)13% lower (median)
Women's Bonus Pay is:53% lower (mean)24% lower (median)

Pay Quartiles
(percentage of men and women in each quarter of our payroll)

Percentage of Men and Women Receiving a Bonus

What Are We Doing About It?

Gender parity is a priority for ServiceSource. We are committed to fostering an inclusive workplace where all employees are able to achieve their full potential and have the same opportunities for recognition, reward, and career development.

  • We are committed to addressing the gender pay gap in the UK through:
  • Deploying consistent and dependable mentoring, training and learning programs for women and men
  • Establishing a female career support network
  • Developing and upholding agile and flexible working policies
  • Offering leading maternity, paternity and shared-parental leave benefits
  • Monitoring and driving gender balance progress within all functions throughout the business
  • Ensuring inclusive recruitment practices and further exploring the use of tools to remove unconscious bias in attraction and selection
  • Supporting a rigorous process for internal promotions designed to eliminate unconscious bias

Leadership Statement

ServiceSource UK is committed to equal treatment of all our colleagues, across all levels, ensuring that all Sourcers have the same opportunities for recognition, reward and career development regardless of gender. We believe that transparency in reporting the gender pay gap will lead to more accountability and progress toward the ultimate goal of gender equality across all levels, across all companies, across the world. What gets measured gets done, and we will continue to measure our progress towards achieving gender parity across our organization.

ServiceSource UK has a significant gender pay gap. There are two main reasons for the gender pay gap in our UK business: fewer women in senior leadership positions, and fewer women working in senior sales-related roles such as outside sales and solution design that generally provide higher pay and bonuses.

We have a long-term commitment to gender parity, both in the UK and globally. Although we have made progress there is still a long way to go. In 2018, we will increase our efforts to sponsor programmes and initiatives designed to ensure the promotion and retention of women at senior levels of our organization, determine the root causes of the relative lack of senior women in our UK workforce, and foster a culture of inclusion at every level.’

I confirm the gender pay gap data contained in this report for ServiceSource UK is accurate and has been produced in accordance with the guidance on managing gender pay developed by the Arbitration and Conciliation Service (ACAS).

 

 

 

Patricia A. Elias
EVP, Head of Global Human Resources, and General Counsel