Company: Michael Page International (New York, NY)
Company Description: Since launching our business in the UK in 1976, we've developed into one of the world's leading recruitment companies. With operations in 37 countries, MPI provides recruitment services and career opportunities on a local, regional and global level. We pride ourselves on changing lives of our clients, candidates, and employees, and have been recognized for our innovations in service, DE&I, and HR.
Nomination Category: Achievement Categories
Nomination Sub Category: Achievement in Equal Pay
 Nomination Title: Michael Page International
- Which will you submit for your nomination in this category, a video of up to five (5) minutes, explaining the nominated achievements since July 1 of 2021, OR written answers to the questions? (Choose one):
Written answers to the questions
- If you are submitting a video of up to five (5) minutes in length, provide the URL of the video here, OR attach it to your entry via the "Add Attachments, Videos, or Links to This Entry" link above, through which you may also upload a copy of your video. If you are submitting written answers to the questions, provide them in the appropriate spaces below:
- Briefly describe the nominated organization: history and past performance (up to 200 words):
Total 192 words used.
Since 1976, PageGroup has been a confederation of businesses with the reputation of being the best in our industry. As a global recruitment company, we’re all about our people, and although we achieved success by operating in siloed businesses with unique processes, it was clear from an employee engagement perspective that we could do more to reach our full potential. To evolve into a truly global business, we introduced key initiatives to gain greater synergy and alignment across regions. With this centricity, we launched global Employee Engagement Surveys to ensure we understood how our people felt about working at PageGroup while developing actions to improve as a business. Our insights underpin our belief that PageGroup is a place where people feel pride in their roles, but also shed light on continued improvements to our employee value proposition for active and prospective employees alike. We also found that our vision and culture underlie our strongest engagement drivers: unlimited international and local career paths; first-class learning and development; working in a business focused on corporate responsibility; working environments that embrace DE&I; rewarding and celebrating success; taking care of employees through health and wellbeing initiatives.
- Outline the organization's achievements since the beginning of last year that you wish to bring to the judges' attention (up to 250 words):
Total 226 words used.
MPI has been conducting Global Gender Pay Gap Audits for the last six years in alignment with our DEI strategy, women’s ERG, and the United Nations’ Sustainable Development Gender Equality Goals. Within this audit and subsequent report, we publicize our existing pay gap, YoY trends, and efforts being taken to reduce this shortfall, including case studies from the business.
In 2021, we launched a full-time DEI function in North America, as well as a DEI Committee comprised of reps across all offices and remote locations. Through this team, we developed a Voluntary Diversity Action Plan to illuminate our incumbency shortfalls for certain demographics compared to the available population in our industry. Through this analysis, our Board set ambitious targets to attain equal female representation at the leader level (41% at year-end 2023, which we have already surpassed at 44%) and review this progress monthly. To further support our commitment, we implemented the Women's Mentoring Program in 2022 for women in management to be formally mentored by women in leadership. To additionally decrease this shortfall, we implemented the Future Foundations program. Through Future Foundations, 11 women at the Associate Director level were paired with a Board-level sponsor, who they partnered with for one year to hone their skills and present at Board meetings while accelerating toward promotion, thus increasing representation of women at this higher pay threshold.
- Explain why the achievements you have highlighted are unique or significant. If possible compare the achievements to the performance of other players in your industry and/or to the organization's past performance (up to 250 words):
Total 237 words used.
We learned that 63% of organizations are without mentoring schemes despite research supporting the positive outcomes of mentoring and sponsorship. Additionally, many competitors in recruitment provide neither an annual report nor any public reporting on gender pay gaps. [REDACTED FOR PUBLICATION] Beyond our pride in reporting transparency, our metrics point to our future success through developing this Voluntary Diversity Action Plan and accompanying programs:
- Our 2022 Gender Pay Gap Audit indicates a 2% YoY closure of pay gap between men and women, as well as a 4% YoY closure of gap when including our temporary worker wages
- In a survey from our Women’s Mentoring Program, over 80% of participants reported achieving one or more of their program goals, including being promoted, thus increasing pay
- All Future Foundations cohort members are on track for promotion to our top quartile within 2023, with 70% of our cohort members achieving promotion at the time of our submission, again increasing pay for these women and furthering our efforts to close the gap ahead of our 2023 audit
- Employee attrition levels are lower than ever (25% in 2023, compared to 39% in 2022 and 41% in 2021)
- Female senior leadership presence is on course to be equivalent to or outrank male senior leadership in the next 5 years, which will continue our positive trajectory toward pay equality
- Reference any attachments of supporting materials throughout this nomination and how they provide evidence of the claims you have made in this nomination (up to 250 words):
Total 30 words used.
Our 2023 Gender Pay Gap Report has been attached, which will detail our most recent pay gap figures, YoY closure, and case studies for efforts being taken toward pay equality.
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