Gender Pay

Growing and supporting a diverse workforce

We recognise that we are better equipped to achieve our purpose of growing a safer, cleaner, healthier future for everyone, every day if we build inclusive businesses that reflect the communities in which we live and work. 

The UK Government requires companies with 250 or more employees to publish details of their gender pay gap. Halma plc is not obliged to report a gender pay gap as we do not directly employ more than 250 employees. However, we support the intention behind the requirement and therefore this year we are voluntarily disclosing the approximate mean gender pay gap of 26% for Halma employees in the USA and the UK as at 31 March 2021.

While Halma group employs more than 7,000 people globally, these are mostly directly employed by the companies owned by the group, not by the ‘Halma’ legal entity in the UK. Given our support of the intent, we have taken best efforts to report per the spirit of the initiative for all employees, regardless of legal employer across our UK and US operations.

The pay gap results from more women in operations and assembly roles in the lowest pay quartile (54%) compared to more men in the top quartile (76%). This evidence supports our plans to address the gender balance in our company leadership teams, which will help to close the overall pay gap with more female representation at this level. Our goal is to achieve a 40-60% gender balance on all our company boards, which was 22% female at 31 March 2021. 

We believe that we pay men and women equally for similar level roles. We are also committed to addressing the gender pay imbalance through inclusive and diverse recruitment through our Halma Future Leaders Programme and in the recruitment of our senior leaders. Our improved work-life arrangements, such as our global parental leave policy and our Future of Work philosophy, also support our vision of gender equality.  

Action taken in the past year

Halma is a diversified global portfolio of more than 40 small- to medium-sized companies. In Halma, there are two UK companies required to publish gender pay data— Apollo and Texecom—and you can read their gender pay gap reports in full here:

In the past year Apollo and Texecom have continued to take steps to address their gender pay gaps.

Texecom has introduced initiatives that drive positive change. This includes encouraging home working and flexible working practices to accommodate staff with childcare and other family responsibilities. Texecom launched ‘Accelerate Inclusion’, a diversity, equity and inclusion programme that promotes company-wide discussion and awareness. In promoting equitable work-life benefits, Texecom also introduced Halma’s parental leave policy offering 14 weeks full pay, regardless of gender, to care for and bond with a new child. 

Apollo is also supporting agile and flexible working practices, including job-sharing and reduced working hours on Fridays. It too has introduced Halma’s equal paid parental leave policy to its workforce. Apollo’s talent acquisition practices attract and engage future female leaders through STEM (Science, Technology, Engineering and Mathematics) ambassadors who visit local primary schools, as well as partnerships with local recruitment agencies. Apollo has started using a gender decoder for their recruitment process. This is a tool which helps remove gender bias in the language used in job adverts, making them more attractive to both men and women. Apollo has been steadily focusing on gender representation at its company board level, and now has 57% women on its leadership team. 

Both companies recognise the importance of transparency and wellbeing to help foster an open and inclusive environment. Apollo is using its internal forums and dedicated apps to facilitate open and inclusive conversation between senior management and staff. Texecom has created an internal Mental Health team, raising awareness and providing guidance to support positive mental health.  

Apollo and Texecom are just two examples of Halma’s companies working towards equal and fair representation of women. Collectively, these actions not only help to address better gender balance, but they foster more flexible, diverse and inclusive businesses.