UK Gender Pay Gap Narrative


Who is Juniper Networks?

At Juniper Networks, we strive to deliver network experiences that transform how people connect, work and live.  Making connections is our business and it’s also a central part of our culture. We’re building an innovative workplace that strives for excellence and authenticity, has inclusion at its core and enriches our organization with people from diverse backgrounds, experiences, identities and thinking styles.

We want Juniper to be a place where everyone feels welcome, feels valued and knows that their views are heard.

We take a gender-neutral approach to our reward and remuneration philosophy which is transparent, market-competitive and rewards performance against specific business objectives and strategic goals.

The Gender Pay Gap Report

The Gender Pay Gap Regulations require all employers with 250 or more employees in the UK on the snapshot date of 5 April, to report six specific metrics:

  1. The mean gender pay gap. This is the difference between the mean hourly rate of pay between all male full-pay relevant employees and all female full-pay relevant employees, as of the snapshot date;
  2. The median gender pay gap. This is the difference between the median hourly rate of pay between all male full-pay relevant employees and all female full-pay relevant employees, as of the snapshot date;
  3. The mean bonus gap. This is the difference between the mean value of bonus paid to all relevant male employees and the mean value of bonus paid to all relevant female employees in the 12 months’ prior to the snapshot date;
  4. The median bonus gap. This is the difference between the median value of bonus paid to all relevant male employees and the median value of bonus paid to all relevant female employees in the 12 months’ prior to the snapshot date;
  5. The percentage of males and females paid a bonus in the 12 months’ prior to the snapshot date; and
  6. The percentage of males and females in each of four equal quartiles based on hourly pay at the snapshot date.

The gender pay gap is calculated across Juniper’s entire UK population, regardless of role and is not an assessment of equal pay. The gender pay gap can be significantly affected by the gender balance of an entire organisation, and of specific roles, whereas equal pay is concerned with the pay that men and women receive for comparable roles. Juniper is committed to paying equally regardless of gender.

The Gender Pay Gap Regulations prescribe calculations based on specific metrics and using a binary concept of sex.  We have adopted that approach in compliance with the Regulations but we are aware that not everyone feels sex and/or gender are binary concepts.

Our Results

We have set out below the hourly pay gap on both a mean and median basis together with the mean and median bonuses paid in the 12 months prior to 5 April 2022.

Hourly Pay Gap

Hourly pay for these purposes includes basic pay, on call allowances, retirement allowances and commission earned in April 2022.

Mean 19.93%
Median 19.62%

Bonus Gap

Our bonus for these purposes includes performance bonuses, commission and the value of vested taxable restricted stock units (“RSUs”).

Mean 35.71%
Median 34.76%

96% of our female and male employees received a bonus in some form.

Quartiles

UK Gender Narrative Charts

What do our results show?

Despite a gender-neutral approach to reward and remuneration, we do have a gender and pay bonus gap. After analysing the results in detail, we can see that they can be attributed to a number of factors:

As is common with many companies in the tech sector, our workforce is heavily dominated by men. On the snapshot date of 5 April 2022, Juniper employed 182 males but only 64 females in the UK. 

The highest hourly pay quartile is dominated by males and there is a disparity in pay across this quartile. 

Commission forms a significant proportion of our total rewards strategy for roles sitting within the Sales organisation.  We pay our Sales population competitively and the on-target earnings reflect market demand for such positions. These roles form the majority of the upper quartile and are currently dominated by men which impacts both the gender pay and bonus gap.

Males comprise the majority of the population in all quartiles, including the lowest quartile.
 

What is Juniper doing to address these results?

Juniper is committed to promoting and embracing a diverse workforce that is treated fairly. The struggles with diversity in our industry have been well publicized, but we’re not shying away from these statistics. 

Juniper is actively engaged in driving and improving the hiring and promotion of women into leadership roles and investing in the progression of our female colleagues.  As a clear example of our commitment, Juniper has created a Women’s Leadership Development Program designed to enhance the development, visibility and growth opportunities for our next generation of female talent. This multi-faceted program includes building a strong network of peers, personalized executive coaching and exposure to senior leadership.

I confirm that the gender pay and bonus gap figures are accurate to the best of my knowledge.

Jennifer Room, VP Human Resources