ITN publishes Gender and Ethnicity Pay Gap Report 2018/19

Latest figures reflect focus on pay and representation with a mixed picture on pay gaps.

  • 15% mean gender pay gap shows a 10% year-on-year improvement [2017-18: 16.7%]
  • 6% mean bonus gender pay gap shows a 24% year-on-year improvement [2017-18: 60%]
  • Solid progress to increase representation of black, Asian and ethnic minority staff [20% YoY]
  • Ethnicity mean pay gap widens to 19.6% as more BAME talent join at entry level than in senior roles [2017-18: 16.1%]

ITN has today published its Gender and Ethnicity Pay Gap reports for 2018-19 showing continued progress in its ambitions to be a more inclusive organisation.

These reports show that the company reduced the mean gender pay gap to 15%, down from 16.7% in 2018 and 19.6% in 2017 and improved representation of black, Asian and ethnic minority staff by 20% although the ethnicity pay gap widened to 19.6%. This is mainly because ITN has been successful in recruiting BAME staff into entry level roles, while some more senior BAME staff have moved on from ITN.

Findings also include an increase in female representation in the highest pay quartile to 40% and a third of the highest earning roles held by women.

You can read the full report here: ITN Gender and Ethnicity Pay Gap Report 2018-2019 [PDF]

ITN continues to embed a series of industry leading policies to promote inclusive recruitment, progression and pay across its divisions. These include diverse candidate shortlists and recruitment panels; independent salary checkers; a range of training and coaching schemes; new leave and flexible working arrangements; staff representative bodies; networks for LGBTQ+ and parents; mentoring and reverse mentoring.

Anna Mallett, CEO at ITN since May 2019 said: “Inclusion is critical for the continued creative and commercial success of ITN. I want us to take a long-term approach based on progression and opportunity for everyone, with a focus on attracting and growing talent from all genders and backgrounds. It’s clear that our diversity and inclusion policies are moving us in the right direction, but it is not good enough and we need to do more. That is why this year we will be analysing our data with our employee forums to understand how we can accelerate progress in the future”.

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