1. Gender Pay Gap Report 2018

2. As a health journey partner, Sanofi aspires to bring together the best minds, leaders and innovators in the healthcare industry to enable us to deliver exceptional healthcare solutions focused on empowering the lives of the people, patients and consumers who use our treatments.
Achieving gender balance is a strategic priority for Sanofi. As well as the importance of ensuring all our colleagues are supported to have the confidence and capabilities to achieve their ambitions and reflect our key value of courage, we know that gender balance drives innovation, matches customer needs and enables us to attract and retain top industry talent.
We offer employees the opportunity to develop, progress and fulfil their career aspirations based on their talent and drive, not their gender. Nevertheless, we do have a gender pay gap, one that stems not from unequal pay, but from a disparity in women filling senior positions. Although our gender pay gap is lower than the national average*, we remain focussed on achieving equal representation of male and female leaders.
Globally, our aim is that by 2025 will we have true gender balance, with 50/50 male and female Senior Leaders and we are working to understand what the blocks are, as well as identifying programmes to ensure we can support achievement of this goal.
Gender balance is more than just a women’s issue; it is crucial that we are an inclusive and diverse company and, where needed, we must ensure we foster new mind-sets to enable this to happen. We believe every employee's responsibility to act for change will allow us to succeed in becoming a truly gender balanced company.
* The national average shows that women earn 18.4% less than men.  
The difference between equal pay and the gender pay gap
Equal pay has been a legal requirement since It means that everyone must receive the same wages for the same job or for work of equal value, regardless of gender.
The gender pay gap looks at the average pay for men and women across an entire organisation and compares the two.  

3. Across the UK, Sanofi has 2 main operations:
Commercial Operations - which we determine as primarily office-based employees (including functions such as finance, HR, communications, marketing and legal) and our field teams across our Oxford, Maidenhead and Guildford sites.
Industrial Operations - which include manufacturing, quality assurance and distribution, such as at our Haverhill site.
When reporting a total of Sanofi in the UK, our gender pay gap is -7% (median).
This can be explained as almost half of our reported 1,450 employees in the UK are based in our Industrial Operations. These roles are disproportionately male and many of those at our industrial sites are paid in the lower quartile, so it brings the median % down.
However, we wish to give a fair representation of the gender pay gap in our two very different operations. So, in the following pages, we have reported on them separately
Why are the numbers in the following pages different to those in the statutory disclosure?
The Government requires publication of statistics for legal entities with more than 250 employees.
At the time of reporting, Sanofi in the UK had four legal entities, three of which had over 250 employees*. Therefore, our statutory disclosure covers these three legal entities:
1: Aventis (Guildford HO, field force and Sanofi Pasteur colleagues)
2: Genzyme (Haverhill)
3: Fisons (Holmes Chapel)
*The statutory disclosure therefore, does not include the 103 employees based in Oxford as their legal entity was Genzyme Therapeutics Ltd

4. GPG Gender Pay Gap BPG Bonus Pay Gap 14% mean 12% median 25.7% mean
98% of eligible male employees received a bonus
98% of eligible female employees received a bonus
Lower quartile
Lower middle quartile
64.9% %
55.9% %
Upper middle quartile
Upper quartile
54.3% %
41% %

5. GPG Gender Pay Gap BPG Bonus Pay Gap 11.1% mean 8.8% median 18.4% mean
100% of all male employees received a bonus
99% of all female employees received a bonus
Lower quartile
Lower middle quartile
50% %
29.9% %
Upper middle quartile
Upper quartile
30.5% %
26% %

6. Aventis Genzyme Fisons
At the time of reporting (April 2018) Sanofi UK employed approximately 1,450 permanent individuals at 6 sites across the country. These numbers encompass both Commercial Operations and Industrial Operations: 3 of our sites (Guildford, Oxford and Maidenhead) are dedicated to Commercial Operations, with the remaining covering our Industrial Operations.
Due to the way we are set up, across Sanofi in the UK we have 4 legal entities, 3 of which have above 250 employees. The reporting codes provided to us by the Government are for these legal entities:
1: Aventis (Guildford Head Office, field force, Sanofi Pasteur colleagues, and Chapeltown)
2: Genzyme (Haverhill site)
3: Fisons (Holmes Chapel)
These numbers do not include the 103 employees based in Oxford as their legal entity at the time of reporting was Genzyme Therapeutics Ltd
Aventis
Female employees: 349 / Male employees: 300
Mean gender pay gap: 12.7%
Median gender pay gap: 9.2%
Mean bonus pay gap: 22.2%
Median bonus pay gap: 25.5%
Male employees who received a bonus: 97.7%
Female employees who received a bonus: 98.0%
Proportion of males and females in each quartile pay band
Male
Female
Lower quartile:
35.8%
64.2%
Lower middle quartile:
46.0%
54.0%
Upper middle quartile:
42.6%
57.4%
Upper quartile:
60.5%
39.5%
Genzyme
Female employees: 72/ Male employees: 172
Mean gender pay gap: 14.7%
Median gender pay gap: 7.3%
Mean bonus pay gap: 32.5%
Median bonus pay gap: 12.0%
Male employees who received a bonus: 99.4%
Female employees who received a bonus: 100.0%
Proportion of males and females in each
quartile pay band
Male
Female
Lower quartile:
57.4%
42.6%
Lower middle quartile:
77.0%
23.0%
Upper middle quartile:
72.1%
27.9%
Upper quartile:
75.4%
24.6%
Fisons
Female employees: 165 / Male employees: 286
Mean gender pay gap: 7.5%
Median gender pay gap: 8.6 %
Mean bonus pay gap: -1.1% (favouring female)
Median bonus pay gap: 9.2 %
Male employees who received a bonus: 100%
Female employees who received a bonus: 99.0%
Proportion of males and females in each
quartile pay band
Male
Female
Lower quartile:
47.8%
52.2%
Lower middle quartile:
63.7%
36.3%
Upper middle quartile:
70.8%
29.2%
Upper quartile:
71.4%
28.6%

7. All presented statistics accurate as of April 2018