Opening Statement

In line with the changes in the Equality Act in 2017, Hawk-Eye Innovations are required to publish a gender pay gap report which meets standard criteria set out by the UK Government. This report identifies the difference in average hourly pay and bonus between all men and women in our UK workforce.
Hawk-Eye is committed to providing equal opportunities to employees regardless of their gender and this report will address how we can reduce any imbalance in our workforce and increase female representation in the company.

The information and data in this report is produced in accordance with the UK Government guidelines for gender pay gap reporting.

Hilary Wells, Chief HR Officer

Understanding our pay gap

When we divide our workforce into four groups, it demonstrates the proportion of male and females employed at different pay levels. We acknowledge that overall, we employ more male than female employees across the board and observe some changes in the last year. The percentage of females in the lower quartile remains much the same while there is an increase in females in the lower middle quartile, this may be a result of more females joining the company at a more experienced level or that females are progressing within the company to mid-level roles.

There have been fewer changes at the Senior management level which is reflected in the small change in percentage of male and females in the upper quartile and we recognise that many senior and director level roles are still occupied by males.

Our report uses two types of averages to determine our pay gap: the mean, which is the sum of every employee’s hourly rate of pay divided by the total number of employees and the median, which is the exact middle point between the employees with the lowest and highest hourly rates of pay.

In comparison to the previous year, there is an increase of 7.7% to the overall average pay gap between men and women, this increase is likely impacted by the pay gap in the upper quartile whereby vacant senior leadership positions have been appointed and awarded higher salaries.

The pay gap at the midpoint gap shows a smaller increase, indicating that we continue to hire both male and female equally at entry and mid-level positions.

The company continues to grow and recruit across all levels. The type of role we are hiring can impact on the gap between men and women, engineering is an industry which is historically occupied more heavily by males.

We focus on retention and creating equal opportunities for individuals to develop and progress within their career; however, our internal talent pool is often weighted by the number of males already employed in each department.

The percentage of men eligible to receive a bonus is 68.7% compared to women which is higher, 73.8%. The mean bonus gap is 1% more than last year, it is likely to be influenced by the number of males in senior positions. As we look at the middle point we see the bonus gap reduced.

How does our business support the gender pay gap?

We acknowledge the importance of providing equal opportunities in the sporting industry and within our business, we are committed to improving the gender pay gap.

Engage and Educate

• Engage with our staff. Through surveys and focus groups we as for people's perspective on diversity within the company.

• Brought in a specialist in D,E&I in a Sports business to help us build our strategy and practices to ensure we are inclusive and attractive in gender diversity.

• Identify a ‘Gender Ambassador’ within the company to champion initiatives and share best practices.

• Educate managers to think about diversity and how diverse thinking is presented within their teams. Workshops provider employees with a better understanding of how we make fair and unbiased decisions.

• Research and review language used within out job descriptions to appeal to men and women equally.

Support women in the sporting initiatives

• Hawk-Eye actively encourages everyone’s involvement across D, E & I promotion, including external initiatives.

• We work with clients and stakeholders to support initiatives promoting the growth of women’s sport and the wider sporting community

• Within Sony’s Sports Businesses, Hawk-Eye meets regularly with women in the business groups to reflect on some of the positive changes seen in our business and the wider sports tech community.

Integrate our values

• Our values recognise that our people are inclusive. It is our mission to instil our values in all aspects of our day to day business, celebrating our diverse community as one

• We encourage leaders to be owners and demonstrate how their processes reflect our values

What can we do to improve our gender pay gap?

• Continue to ensure promotion decisions are fair and equitable across the Company.

• Continue our commitment to supporting initiatives in the wider sporting community.

• Build a stronger female representation in key areas, such as gender and diversity. We are appointing an Ambassador for Gender within our D, E & I group.

• Form Employee Resource Groups and invite employees to be a part of our journey through DE&I. Together we will gather ideas and make sure everyone is given a fair chance to have their voice heard.

• Create a central space for our community to explore D, E & I initiatives and provide access to resources.