Women's Empowerment Principles
IHS Markit is a signatory of the Women's Empowerment Principles (WEPs) in a continued effort to actively participate in, and contribute to, advancing equality. The participation of IHS Markit in the WEP represents a significant and actionable step in support of the United Nations Sustainable Development Goal 5, which seeks to achieve gender equality and empower all women and girls. Read the full IHS Markit news release.
UK gender pay gap reports
Our 2018 UK gender pay gap report shows a median gender pay gap of 25.14% - highlighting the difference in pay of our female and male colleagues in the UK. In 2018 we made progress on key commitments to address our gender pay gap:
- Completed a global equal pay review and resolved any discrepancies through our annual compensation process
- Reviewed our recruitment process to ensure gender neutral job descriptions
- Delivered unconscious training to our senior leadership team
- Delivered a gender balanced intern program in 2018
- Designed a return to work program to be rolled out in 2019
- Launched a career path and mentorship program
- Ensured all corporate promotion panels have 50/50 gender split
- Launched board mentorship program for women candidates
- Enhanced the reporting to our board of directors on inclusion programs, gender pay gap and equal pay
In addition to continuing our 2018 commitments, this year we will:
- Roll out a talent framework that will give more detail around the skills and experience required for each job level
- Continue to improve the transparency and fairness of our promotion processes
- Seek to have at least one female candidate interviewed for each job role
- Launch an inclusion council
- Continue to roll out unconscious bias and cultural training across the organization
- Set internal targets for gender balance
- Roll out a global maternity program to help mothers and their managers through maternity leave
- Continue to develop global mobility program to give employees greater choice of career paths and working locations
- Develop and launch early career program with a target of at least 50% female recruits
CEO Action for Diversity and Inclusion
Lance Uggla, chairman and CEO, joined the CEO Action for Diversity and Inclusion pledge on behalf of IHS Markit, committing to make our workplace a trusting places to have conversations about diversity and inclusion, share best—and unsuccessful—practices, and to implement and expand unconscious bias education to all colleagues.
Pride@IHSMarkit is a network of global groups open to all employees with the aim to create a culture and a company that that is welcoming and inclusive for LGBTQ/LGBT+ employees. Their remit, both internal and external, is to engage with partner networks, clients and our communities.
Example Pride initiatives since 2017:
- Launched a company-wide LGBT+ Ally program. An ally can be anyone who supports the LGBT+ community. We have over 300 allies in London alone
- Partnered with LGBT+ industry networks such as the Intertech LGBT+ Diversity Forum, Interbank LGBT Forum and the Interchange LGBT
- Regularly conduct global lunch and learn sessions for employees around LGBT+
- Scored 100% on the 2019 and 2020 Corporate Equality Index criteria based on our corporate practices with respect workforce protections, inclusive benefits, inclusive culture and responsible citizenship
- Stonewall Diversity Champion since 2019
IHS Markit is proud to participate in the HeForShe campaign to underline our commitment to gender diversity and equality in the workplace. In our pilot rollout, the London office came up with five key actions, unique to the office, that every employee can adopt and implement to improve gender equality.
Currently, we have full programs in London and Bangalore and emerging programs in Englewood, Coulsdon and New York. Our 2018 goal is to rollout the HeForShe campaign to our larger offices, engaging at least 50% of our employees in this campaign.
As a HeForShe ambassador, an employee commits to vocally and proactively uphold these pledges:
- Challenge unconscious gender bias
- Ensure all voices are heard in meetings
- Share office housework evenly
- Encourage all team members to realize their potential and develop equally
- Make work work for parents