Gender Pay Gap Reporting UK

At Boston Scientific, equal pay for equal work is rooted in our values and is 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 mitigate disparities. Equal pay alone is not enough. We continue to educate our people and update our policies to address biases, support 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 is a factor in 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.

Since 2018, we’ve set and shared aspirational goals focused on improving the diversity of talent in our leadership roles, with a focus on women and multicultural representation. Our aspirational goals are an indicator of progress, but our primary focus is placed on developing impactful programmes and initiatives across our strategic imperatives.

In 2023, we developed a future-focused career framework that outlines paths for career progression and informs the measurement of our aspirational 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 all our people leaders to help them recognise and minimise bias 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 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 inclusive recruitment strategies, hiring managers and interviewers are also trained to refrain from asking about pay history during the hiring process to help mitigate against continuing any potential gender pay inequalities.
  Through our talent review and succession planning process we promote the candidacy for qualified 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 aspire to take on leadership positions.

• 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 development of women into leadership roles. Active in the UK, the network provides opportunities that help foster valuable professional connections, including employee events, engagement activities and engage with 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.