Corporate and Social Responsibility
Behaving responsibly is fundamental to how we do business. Our core purpose is to provide life scientists with the tools and reagents they need to advance their research. We strive to ensure our products and services are of the highest quality, are effective and are easy to find. Whilst what we deliver for customers is critical, we also focus on how we deliver it, and our wider impact.
Our CSR activities are focused around the following five areas:
1. Delivering for our customers
The scientists who use our products and services are our primary stakeholders and central to our mission. To ensure that we anticipate and address their needs, it is critical that we listen to them, offer reliable products and provide the support they need.
2. Empowering our people
Attracting and retaining the best talent is crucial to the delivery of our strategy. At 30 June 2018, across our eleven global locations we employed over 1,100 people. We work hard to create a positive and healthy work environment where people feel valued and respected and know they make a real difference. In the latest annual global employee survey, conducted in July 2018, employee satisfaction levels were the highest since the surveys were introduced.
3. Working responsibly with our partners
To meet our customers’ needs we rely on a series of partners, suppliers and the distributors of our products. Our goal is to work collaboratively to build stable, long-term relationships. We expect our suppliers and distributors to demonstrate a culture that reinforces ethical and lawful behaviours and ensure all aspects of their business complies with applicable laws and regulations, both in the country in which they operate, and in the country to which the services or products are supplied.
4. Behaving ethically across our business
Earning trust and behaving in a socially and environmentally responsible way protects our reputation and underpins our long-term future.
5. Supporting our communities
Abcam has a proud history of involvement with local communities by supporting and partnering with organisations that help advance life sciences research. We aim to help communities through programmes that inspire the next generation of scientists, and support life sciences research through corporate giving and fundraising activities. We are in the process of establishing a global charity and fundraising committee network so that we can contribute more fully to our communities and to those who help advance life sciences research.
To read more about the details of our 2017/18 activities for each of these areas, please download our Annual Report and Accounts 2018 .
Gender pay gap
New legislation came into force in the UK on 5 April 2017 requiring companies with more than 250 employees to publish data about their gender pay gap into the public realm. The legislation was introduced as part of the UK government’s commitment to ensure that women have the same opportunities as men to fulfil their potential in the workplace. The government’s stated aim is to completely eliminate the gender pay gap over time.
As of 4 April 2018. Abcam’s?mean gender pay gap was 14.2% whilst our median gender pay gap was 11.1%. Our mean and median bonus gap was 45.6% and 12.8% respectively.?We are dedicated to addressing our gender pay gap.? We are approaching this ambition boldly with the introduction of new programmes, complementing existing initiatives that have shown promise to date.? Listed below are the seven commitments we have made to help us address our gender pay gap:
- We will agree and introduce targets for female representation in senior leadership roles;
- We will ensure that there is at least 1 woman on every senior shortlist;
- We will conduct a survey of colleagues who have taken maternity/paternity leave to understand what went well and what could be better. From this action recommendations on how we can better support returners through a return to work programme will be made;
- We will review the terms of our maternity and paternity policies;
- We will Introduce unconscious bias training for line managers involved in recruitment and promotion decisions;
- We will review the terms of our part time and flexible working policies; and
- We will introduce development networks for women and for families.
We believe that taking the actions as described above will stimulate meaningful and necessary change.
Abcam plc’s gender pay gap report can be downloaded here.