DXC Technology Gender Pay Gap Report

In 2017, the UK government introduced gender pay gap reporting legislation, which requires all companies with more than 250 employees to report their gender pay gap statistics annually. The method of reporting these statistics is set out by the relevant regulations.

The technology industry continues to show a gender pay gap greater than the average for all companies in the UK. The industry as a whole is comprised of 75% men but the gender demographics within the industry are more balanced among lower-level roles as compared to those in management roles.  This leads to a higher overall gender pay gap in this sector. DXC’s workforce in terms of the percentage of male and female employees reflects the typical industry figures.

In 2023 the average gender pay gap in the UK was 14.3%, while in the ‘professional, scientific and technical’ sector in which we operate, it was 18.6%.

As a company, we continue to welcome the focus that this legislation brings on the matter. At the same time, it is important to understand what the statistics mean.

The statistics that we publish give you a view of the gender pay balance within the organisation at a particular point in time. Please note that the data is backward-looking. The pay gap percentages measure the difference between the average earnings of all male and female employees, irrespective of their roles and experience.

DXC Technology recognises its responsibility to hire, promote and nurture employees from all backgrounds. Detailed analysis of our own data clearly indicates that the gender pay gap at DXC is a consequence of the majority of our employees being male in accordance with the industry average, with a higher proportion of male employees in the company’s senior level jobs. The company continues to address this imbalance.

Our summarised statistics, effective April 2023, are outlined below, covering all DXC UK employing companies combined.  

DXC recognises that addressing the average gender pay gap above requires improving female employee representation overall and importantly throughout leadership levels within DXC.       

We are committed to a long-term programme of activity to improve our results in this area, recognising the need to take action at every point throughout the career cycle, from candidate attraction and selection through to development of our leaders and future female talent. This commitment also includes an increased focus on data collection, monitoring of progress, awareness raising and continuing our support and advocacy across the industry.

As part of our continuing focus in this area, DXC has developed a diversity and inclusion strategy based on 5 key areas, namely hiring and promoting more diverse talent, educating our employees and leaders, telling the unique stories of our workforce, delivering policies and benefits that support inclusion and belonging, and better measuring the outcomes of our actions.

Additionally we have progressed a number of specific actions as highlighted below, designed to drive greater equity and balance across gender diversity specifically.

In 2022 we embarked on a second Europe wide women in leadership programme, Rise Up, designed to promote women and non-binary people into job levels where they are currently under-represented. The programme concluded in August 2023 and will re-start with a new cohort in September 2024.

We launched our ‘DEI Academy’ – an extensive library of on line learning resources curating best in class educational materials to support managers and employees in understanding all aspects of diversity and inclusion.

During 2024 we will conduct a gender pay audit to better understand the impact our reward and recognition processes have on the gender pay gap, making changes as necessary as well as launching a mentoring programme focussed on gender diversity. Additionally we will expand our returnship programme for career break returners. We have also committed to improve our candidate attraction and selection processes both internally and externally to remove any remaining barriers to career progression at DXC.

DXC continues to actively promote activities to support International Women’s Day and we continue to collaborate with our Employee Resource Groups (ERGs) – networks of employees set up to build communities, drive actions and raise awareness of issues and help support positive change within the organisation. The Gender ERG works closely with our HR & DEI team to help shape our strategic objectives and drive activities across the country.