Gender Pay Gap Reporting UK

The pay gaps highlighted by this disclosure, present in the UK (excluding N.I.) workforce, are largely based on representation meaning more men are in senior, higher-paid positions. At Boston Scientific, equal pay for equal work is rooted in our values and foundational to fostering an inclusive workplace.

Since 2017, we have regularly completed a company-wide salary third-party analysis to ensure all employees are paid fairly and equitably. In 2023, we again reported no statistically significant pay disparity for 99% or greater of our employees across gender globally, and across all Boston Scientific employees in the UK.

Paying employees fairly and competitively are cornerstones of our long-standing global compensation planning practices. Sustaining market competitiveness and pay equity requires constant measurement and attention, so we regularly conduct comprehensive audits, analyses and company-wide benchmarking of salaries to identify and eliminate disparities. Equal pay alone is not enough. We continue to educate our people and update our policies to address biases, support equitable career opportunities for all employees, and foster a culture where everyone feels valued and included.

We are committed to taking action to improve the balance of men and women in senior leadership roles, which in turn, should close the gap on gender pay imbalances in our organisation.  

Diversity, equity and inclusion in our organisation means engaging people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs, and empowering all to share their ideas and perspectives. Focusing on innovation and enabling career development upholds our core values. It can lead to our greatest breakthroughs for patients around the world.

In 2017, Chairman and CEO Mike Mahoney was among the first of 150 CEOs of the world’s leading companies to sign the CEO Action for Diversity and Inclusion Pledge, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. Leaders who sign the pledge commit to continuing to make their workplaces a trusting environment where complex and sometimes difficult conversations about diversity and inclusion can occur.

Since 2018, we’ve set and shared goals focused on increasing opportunities for multicultural employees and women in leadership. Our 3Up by 2023 goals served to inspire and guide our DE&I strategy to increase opportunities for greater representation of women and multicultural talent at all levels, including our leadership pipeline.

In 2023, we developed a future-focused career framework that illustrates how employees can advance at Boston Scientific. This framework outlines clear paths for career progression and informs the measurement of our DE&I goals and progress into the future. Moving forward, we will continue to hold ourselves accountable with long-range aspirational goals through 2030.

In the UK, as across the company, we have several initiatives in place aimed at encouraging and supporting more women to apply for and succeed in leadership positions. For example, 

• The company has introduced manager training to strengthen coaching and development of all employees and expanded our education on workforce inclusion. This includes  unconscious bias training for 100 percent of UK people managers to help them recognise and minimise bias blind spots and engage in more open and honest conversations with employees. 
  
• Boston Scientific is also building a pipeline of women talent through targeted development and succession planning, diversity recruiting and required consideration of a pool of diverse candidates for open leadership roles. In the UK, a dedicated programme aims to actively support women in preparing for leadership positions within the organisation. Regarding our diversity recruitment strategies, hiring managers and interviewers are also trained and asked to refrain from asking about pay history during the hiring process to help mitigate against inheriting gender pay inequalities.
  We also have a focused agenda on our talent review and succession planning,  to ensure we promote candidacy for women at all levels with a particular focus on the supervisor and manager level.
  
  In addition, our dedicated programme for emerging leaders strives to enroll gender-balanced cohorts to ensure there is an equal opportunity for those who are aspiring to take on leadership positions. In 2023, we increased the representation of women in the programme to 60% to help close the gender gap for entry-level supervisory and managerial positions. Statistically, 100% of our female employees over the last two programmes have achieved at least one promotion within a year of completion. We expect this trend to continue in 2024. 

• Boston Scientific sponsors employee resource groups that foster a diverse and inclusive work environment. This includes the EmpowHER network which is aimed at supporting the empowerment and advancement of women. Active in the UK, the network provides professional development opportunities that help foster valuable connections. It organises employee events and engagement activities with the aim of advocating for women as well as engaging allies and the broader community. 
  
• The EMEA diversity, equity and inclusion council focuses on developing gender strategies for the region, a key area of focus of the EMEA leadership team.
  
• The company offers a variety of benefits and services to support life/work integration including sabbaticals, additional vacation, and flexible working arrangements, where possible.
  
• We offer comprehensive learning and development programmes to equip our UK employees with the tools required to advance their careers.