UK Gender Pay Reporting 2020

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 International, Inc. (NASDAQ: SREV) brings the world’s greatest brands closer to their customers through digitally-enabled solutions and data driven insights that personalize and power the moments that matter. Backed by 20 years of experience, an industry-leading technology platform, a robust global footprint, and a powerful suite of solutions that enhance every touchpoint along the Customer Journey Experience, we deliver impactful revenue growth for global market leaders. Operating out of eight countries with more than 3,000 sales delivery professionals speaking 45 languages, ServiceSource drives billions of dollars in client value annually. Our UK office is located in Liverpool, and our global headquarters is in Denver, Colorado, USA.

GPG Disclosure

As of April 5, 2020 (the Snapshot Date), ServiceSource employed 198 eligible individuals in the UK; 46% of whom were female and 54% of whom were male.

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

Female's Ordinary Pay is:13% lower (mean)5% lower (median)
Female's Bonus Pay is:41% lower (mean)6% lower (median)

Pay Quartiles (percentage of males and females in each quarter of our payroll)

Liverpool April 2020 Earning Quartile Breakdown

Percentage of females and males receiving a bonus

91% of females92% of males

How We Compare to Last Year

Our gender pay gap for ordinary pay has dropped substantially over the last couple of years from 42% in 2018, 39% in 2019 to 13% in 2020.

We have also seen an improvement in the proportion of females in the upper pay quartile, from 28% in 2018, to 38% in 2019, to 47% in 2020.

In addition, there has also been a shift in the number females moving out of the lower pay quartile (60% in 2019, to 40% in 2020) into the lower middle quartile (55% in 2019 to 58% in 2020), which demonstrates that our initiatives are having a positive effect across the organisation.

We are unable to pinpoint which initiative has had the most positive effect; however, we believe our recent job role transformation project has supported this improvement. All employees now have a clear job description and competencies for each role, with clear career growth routes identified.

2018 Gender Pay Report 2017 Gender Pay Report

What We Are Doing to Improve Gender Diversity in 2020 and Beyond

Gender parity continues to be 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. To support this, we have introduced global quarterly corporate reporting on our global gender pay gap and females in leadership roles to ensure gender equality remains a focus area for the entire business.

In 2020, we are focusing on the following initiatives that we believe will foster career development for our female employees:

• Conducting a review of all job advertisements to ensure they are gender neutral and reference the availability of flexible working.
• Mentoring, training, and leaning programmes – allocating females a more senior mentor.
• Continue with unconscious bias awareness training for managers.
• Monitor and drive gender balance progress with each function across the business.
• Ensure inclusive recruitment, end to end, further exploring the use of tools to remove unconscious bias in attraction and selection.
• Promotion of our flexible working policies.

Leadership Statement

“ServiceSource UK continues to be committed to equal treatment of all of our colleagues to ensure that all employees have the same opportunities for recognition and career development.

We believe that transparency in reporting on our gender pay gap will lead to more accountability and progress, which is why we have decided to continue to report on our gender pay gap even though on the 2020 snapshot date we did not meet the threshold of 250 or more employees for required reporting.

This year we are proud that we have significantly reduced our gender pay gap overall, and have seen especially positive changes in two of the quartiles--an increase in the number of females in the upper quartile and a reduction in the number of females in the lower quartile. Furthermore, we are seeing year-on-year progress in all quartiles, with less than a 12% gap in each quartile.

Of course, until our gender pay gap is zero, we recognize we still have work to do. In our UK business, we have fewer females in senior leadership positions as well as fewer females working in our senior sales–related roles such as Outside Sales and Solution Consulting, roles which in our organisation generally provide higher pay and bonuses, each of which contribute to our gender pay gap.

We continue to have a long-term commitment to gender equality globally. We will continue to embed our mentoring programme and leadership development training in our Liverpool centre and across the business. In addition, this year we will provide unconscious bias training in all of our global locations--continuing the unconscious bias training program that was started in our Liverpool centre in 2019. In addition, we have introduced global quarterly corporate reporting on our global gender pay gap and females in leadership roles to ensure gender equality remains a focus area for the entire business.

I can 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)”

Respectfully submitted,

Patricia A. Elias
Chief People and Legal Officer