Gender Pay Gap

Gender Pay Gap Reporting UK

At Boston Scientific diversity is a core value, and we are dedicated to fostering an inclusive environment where each person has the opportunity to reach their full potential.

We are determined to reduce the gender pay gap and continue to take concrete steps to support the professional development of women at Boston Scientific. The information published on these pages sets out the gender pay gap pertaining to our UK (excluding Northern Ireland) workforce, as required by UK legislation.

The imbalances 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. We work with external statisticians to perform global pay equity analyses every two calendar years. In 2021, 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 UK.  We will perform our next pay equity analysis in 2023.

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 (DE&I) at Boston Scientific means fostering an environment where all employees can work together to advance science for life. We want people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs to feel they belong so they can be engaged and empowered to share new ideas and diverse perspectives. This is essential to our values-driven culture, our focus on innovation, equality, and enabling our people to develop and advance their careers. When people can bring their authentic selves to work, it leads to our greatest breakthroughs for patients around the world. 
We set measurable goals to improve our workplace gender and multicultural diversity and share our results to hold ourselves accountable to progress. In 2020, we introduced our 3Up by 2023 goals to:

• Increase our goal of representation of women at the supervisor and manager levels by 3 percentage points or more, to at least 43% 
  
  
• Increase our goal of representation of multicultural talent at the supervisor and manager levels by 3 percentage points or more, to at least 23% 
  
  
• Continue to be a top 10% globally recognised leader for workplace inclusion 

In 2017, Chairman and CEO Mike Mahoney joined 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.

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 mandatory 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 mandatory consideration of a pool of diverse candidates for open leadership roles. Regarding recruiting processes, we now have a requirement for a gender balanced slate for candidate pools for manager and above; we require at least 50% of female candidate representation on the interview slate. 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, using all available internal statistics to ensure we promote candidacy for women at all levels with a particular focus on managerial and director levels. 
  
  In addition, our dedicated programme for emerging leaders strives to enrol gender balanced cohorts to ensure there is an equal opportunity for those who are aspiring to take on leadership positions. In 2023, we aim to increase the representation for women in the programme to help close the gender gap for entry-level supervisory and managerial positions. 

• Boston Scientific sponsors employee resource groups that foster a diverse and inclusive work environment. This includes 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.