1、EU DIVERSITY REPORT IN DATA 30% of female respondents compared to 15% of men. Interestingly, in Germany and Spain (the regions which saw a decrease in the overall number of women) a similar thing occurs; 44% and 43% of female respondents, respectively, were in Entry-level positions. So, while we are
2、 seeing some movement in the right direction, and the number of women entering the industry is a promising sign, there is still work to be done. However, an influx of talent at lower levels does also have a side effect. Namely, the gender pay gap. THE STATE OF DIVERSITY THE GENDER DIVIDE 2020 10% 20
3、% 30% Gender Split by Sector All %s of female professionals working within a particular specialism. Data gathered from Harnhams 2020 UK Salary Survey. France/Benelux Germany Nordics Spain DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 4 - For more information visit us at - of Data & Analy
4、tics roles in Europe are held by women according to our survey respondents. Unfortunately, an influx of more junior female talent has led to an increase in the gender pay gap over the past year. While we have seen a drop in the pay gap across Spain, every other region has seen a significant increase
5、 in pay disparity between men and women. Worst of all in Germany, with an astonishing gap of 34%. There are potentially several reasons for this, one of which is that Germany already has one of the largest pay gaps in Europe*. However, given that 44% of female German respondents were in Entry-level
6、roles, this may go some way to explaining why their median salaries were so much lower. The France/Benelux region, which generally has less pay disparity in general thanks to deliberate efforts over the past few years, also sees a Data & Analytics pay gap that is over double the national average. Th
7、is is particularly disappointing as, outside of the industry, the gap has shrunk over the past few years. In the Nordics, on the other hand, despite the gap increasing from our findings last year, at 14% it is still below the regional average of 16%. Outside of annual salaries, there is also pay dis
8、parity when it comes to bonuses. Women in the Nordics and Germany receive an average bonus of 11%, lower than their male colleagues who average 14% and 17% respectively. Even in Spain, the country closest to pay parity, there is a stark gap when it comes to bonuses, with male bonuses on average 144%
9、 higher than female. Businesses looking to improve equality need to look not just at salaries, but at the whole packages they offer their employees. THE STATE OF DIVERSITY THE GENDER PAY GAP 2020 The average amount of male Data & Analytics professionals out-earn their female counterparts across Euro
10、pe. *Source: Source: 10% 20% 30% Gender Split by Sector All %s of female professionals working within a particular specialism. Data gathered from Harnhams 2020 UK Salary Survey. France/Benelux Germany Nordics Spain DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 5 - For more information vi
11、sit us at - Diversity in the Data & Analytics Industry Data gathered from Harnhams 2020 US Salary Survey 10% 20% 30% 40% 50% 60% While the Data & Analytics industry has come of age in terms of its position in the overall business world, the workforce continues to skew towards the younger side. With
12、65% of professionals across Europe aged under 35 and 60% aged between 25 and 34, the Data & Analytics workforce can be considered largely “millennial”. This may explain why the industry has embraced millennial professional values, such as flexible working, to the extent that it has. Most youthful of
13、 all is the France/Benelux region, where 69% of professionals are under the age of 35. It may be a result of the relative infancy of the Data & Analytics industry itself, but there is a distinct lack of talent over the age of 45 just 8%, with only 1% over the age of 55. This likely contributes to th
14、e appeal of working in this area given that professionals can achieve senior positions at a younger age. There is some variation across the continent, however, and Spains workforce leans slightly older with double the amount of professionals over the age of 44. THE STATE OF DIVERSITY THE AGE DIVIDE
15、2020 of Data & Analytics professionals in Europe are below the age of 35. 18-24 25-34 35-44 45-54 55+ DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 6 - For more information visit us at - As weve already discussed, while diversity has increased across the industry, this is largely due to
16、an influx of talent at lower levels. This is particularly the case in France/ Benelux, Germany and Spain where the percentage of Entry-level roles held by women ranges from 42-44%. While its positive to see high numbers of women entering the industry, they are vastly underrepresented in leadership r
17、oles. In all of these countries, the number of women falls by more than half at Head of/ Director level, while in Spain, the number of positions filled by women at this level is a shocking 6%. The Nordics, on the other hand, has a more even distribution of women amongst different levels of seniority
18、. Women make up the greatest percentage of Mid-Level roles at 25%, while every other level is between 14-16% female. This may explain why the number of female Data & Analytics professionals in the Nordics has stayed fairly consistent over the past few years, as the numbers represent less a surge of
19、new talent, and more an evolving industry. That being said, at only 20% female, more still needs to be done as part of this evolution. Its also worth noting that, when asked about the number of women in their companys leadership team, only 13% had more women than men. Of even greater concern, 32% re
20、ported that their leadership team had no female members at all. Representative leadership is essential for businesses looking to improve diversity. THE STATE OF DIVERSITY THE LEADERSHIP DIVIDE 2020 10% 20% 30% Gender Split by Sector Data gathered from Harnhams 2020 UK Salary Survey. Entry Level: Fem
21、ale Mid-Level: Female Technical lead or Manager: Female Head of/Director: Female DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 7 - For more information visit us at - An often overlooked area of diversity is the impact a disability can have on an individuals professional career. One in fi
22、ve* (20%) adults in the EU have some form of disability, yet we found that disabled individuals only account for 1.7% of those working in Data & Analytics. Even with the additional 1% who preferred not to answer the question, this is extremely low. With 32% of those who did respond positively descri
23、bing their disability as “invisible”, the number of professionals who are recognisably disabled is even lower than first thought and suggests there may be a very real prejudice in the industry. One potential reason for such low representation could be the restrictions a nine to five job place upon s
24、omeone who may need more frequent medical care than their colleagues. However, considering that weve seen an increase in remote and flexible working, even prior to COVID-19, one would hope that we may begin to see more new accessible opportunities in the Data & Analytics industry. THE STATE OF DIVER
25、SITY THE DISABILITY DIVIDE 2020 Disability in the Data & Analytics Industry 20% - Estimated EU adults with a disability* 1.7% European Data & Analytics professionals with a disability *Source:https:/ec.europa.eu/social/main.jsp?catId=1137 DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 8 -
26、 For more information visit us at - Weve mentioned in previous reports the importance of transparency when it comes to the benefits a business offers. As different benefits are prioritised by different individuals, its essential to make sure your full employee offering is clear at the point of recru
27、itment. Examining the gender split is a clear way to see how benefits are prioritised differently. While the top two preferred benefits are the same, female respondents value Health Insurance above their male colleagues, who would prefer a bonus. Interestingly, outside of the top five benefits, ther
28、e is also a divide when it comes to enhanced parental leave. While 10% of women placed it their top three most important benefits, only 3% of men did. Considering that only 32% of respondents were we aware of their companys parental leave when they joined its perhaps not surprising that many dont se
29、e this as an important benefit, hence the importance of communication early on in the hiring process. Benefits are an essential part of any package being offered in the recruitment process and there is plenty of evidence to suggest that offering a better work- life balance helps improve diversity in
30、 an organisation*. In particular, it helps bring in those with parental and caring responsibilities and will allow companies to not only improve their gender diversity but increase access to those from lower socio- economic backgrounds. THE STATE OF DIVERSITY THE BENEFITS DIVIDE 2020 Top 5 Sought-Af
31、ter Benefits WOMEN 1. Flexible Working 2. Working From Home 3. Health insurance 4. Bonus 5. Education/Training Allowance MEN 1. Flexible Working 2. Working From Home 3. Bonus 4. Health insurance 5. Education/Training Allowance * DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 9 - For more
32、information visit us at - There is no clear-cut way to solve systemic issues of equality and representation but there are steps businesses can take to help improve their Diversity and, just as importantly, Inclusion. Whilst we dont claim to be Diversity experts, here are a few steps that we have see
33、n our clients take that have had a meaningful impact: Lead from the top down - You will struggle to make real change without diverse leadership. While monolithic executive teams may have the best intentions, without the input of diverse opinions, you can only achieve so much. Furthermore, companies
34、with diverse boards outperform their competitors*. Create diverse project teams - Diversity is not only important at leadership level, but also within projects themselves. Diverse teams are proven to show better results and their work is also more likely to diversify your customers and clients. Revi
35、ew interview panels - Its a well-known fact that people tend to hire others that they see themselves in. By diversifying the people who conduct your interviews, businesses can help eliminate this internal bias. Train your interview panels - In addition to diversifying your interviewers, it is wise t
36、o ensure they receive unconscious bias training and are aware of what bias they may bring to the interview process. Create a culture that values inclusion - Its impossible to highlight just how important inclusion is when looking to improve diversity. By creating a culture where all people feel like
37、 they have an equal voice, you are much more likely to retain a diverse team. This could include representative groups or societies, allowing religious holidays off outside of annual leave, and ensuring that necessary access and equipment is available to those with disabilities. Celebrate diversity
38、- By acknowledging and celebrating diversity, businesses can better align their teams and create an atmosphere where individuals dont feel left out. For example, firms can allocate money to Employee Resource Groups, bring in a diverse range of speakers, look to include gender pronouns in their email
39、 signatures, and, most importantly, ask their teams what would make them feel better represented. Dont set finger-in-the-air objectives - While effective when used right, Diversity quotas and targets can be a hindrance if they arent thought through. If you are going to set these, they should be well
40、 researched and achievable. Otherwise, review softer objectives, such as how making efforts to improve diversity has impacted staff wellbeing, rather than looking to tick boxes. Be transparent - For many businesses, improving diversity is still a learning curve. If you have set objective, be open ab
41、out what they are and how close you are to achieving them. By being clear about what you are doing, and open to any feedback, your team will show more trust in you and are more likely to have their support in your efforts. DIVERSITY & INCLUSION OUR ADVICE 2020 *https:/hbr.org/2019/03/when-and-why-di
42、versity-improves-your-boards-performance DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 10 - For more information visit us at - Whilst there is no one-fits-all solution to improving an organisations diversity, we hope this report has hopefully offered some food-for-thought and guidance. S
43、hould you wish to ask for further information about any of the figures or topics referenced in this guide, please feel free to give us a call. You can reach us via any of the following channels: HarnhamData harnham OUR LONDON OFFICE MELBURY HOUSE, 51 WIMBLEDON HILL ROAD, WIMBLEDON, SW19 7QW +44 20 8
44、408 6070 OUR BERLIN OFFICE HARNHAM GmbH SKALITZER STR. 104 10997 BERLIN +49 30 217 899 20 CONTACT HARNHAM UK LONDON - BERLIN - SAN FRANCISCO - NEW YORK DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 11 - For more information visit us at - For further information on our services, or if you have any questions on the content of our Diversity Whitepaper please contact us at DIVERSITY IN DATA & ANALYTICS HARNHAMS 2020 REVIEW - page 12 - For more information visit us at -
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