IQVIA艾昆纬致力于缩小性别薪酬差距（英）2026

Table of contents IQVIA’s Commitment to Reducing the Gender Pay Gap1The Gender Pay Gap Context2What do we mean by gender pay gap?2IQVIA Gender Pay Gap2Corporate Group gender pay gap results 2024-253IQVIA Gender Pay Gap Drivers3Actions and Strategies4Conclusion5 IQVIA’s Commitment to Reducing the Gender Pay Gap The Australian government requires employers with 250 or more employees topublish the following information: (i) the median and average gender pay gap As an employer, IQVIA is committed to fostering a fair and inclusive workplacewhere every employee feels valued, respected and empowered regardless of The Gender Pay Gap Context For context, the gender pay gap is the difference inaverage earnings between women and men in theworkforce. An employer gender pay gap reflects the The average total remuneration includes base salary, The termmedianrepresents the middle number ina sorted list arranged in value order from lowest tohighest for each gender. While the termaverageis This is not to be confused with women and men beingpaid the same for the same or comparable role. This is What do we mean by gender pay gap? The difference between the averagehourly earnings for all men and theaverage hourly earnings for all woman IQVIA Gender Pay Gap In the 2024 reporting year, the Workplace GenderEquality Agency (WGEA) updated its reporting The average gender pay gap (total remuneration) in ourCorporate Group, encompassing all entities, stands at7.9%, meaning that, on average, men earn7.9%morein total remuneration than women. When looking at Our regular analysis of the gender pay gap identifiesareas with existing disparities. Although we areperforming better than the industry average in We are confident that by continuing to apply a genderlens to all our practices and policies, we will create agender-equal workplace, which is inclusive, supportive Corporate Group gender pay gap results 2024-25 IQVIA Gender Pay Gap Drivers At IQVIA, the high number of women in ourcasual workforce, who do not receive annualbonuses, along with the high proportion ofwomen in the lower and middle pay quartilesand part-time roles, are key contributing factors The gender pay gap is influenced by various internaland external factors that fluctuate throughout the year,and these drivers differ between business entities.Furthermore, systemic gaps in the industry, such as Actions and Strategies To demonstrate our commitment to eliminating gender pay gap disparity we Equal opportunities Transparent pay practices We provide equal opportunities for careergrowth, professional development, and We ensure transparency in our compensationstructure, conducting annual pay equityanalyses to identify and rectify any gender-based disparities. In 2023, compensation Our recruitment activities are designed to identify adiverse range of candidates and we encourage diversityof applicants at all levels through our job postings and Education and training Accountability and measurement We implement measurable goals andhold ourselves accountable by regularly We offer comprehensive Hiring Excellencetraining on an annual basis to hiring We are focused on having a diverse pipeline of talentmoving across and through our organisation, providingopportunities for all employees to develop and progress Advocacy and collaboration We have had a sustained focus on enabling careerprogression through launching the IQVIA LearningAcademy to enable employees to build in-demand skillsof the future as well as embedding Career Connections; We actively engage with external partnerssuch as WGEA (Workplace Gender EqualityAgency) to advocate for gender pay equityinitiatives beyond our organisation. Our Supportive policies Inclusive culture At IQVIA we cultivate an inclusive culturethat values diverse perspectives, whereall employees feel heard, respected, andempowered to contribute their best. Inrecognition of our inclusive culture, IQVIAwas awarded Bronze status until 2026 for We are continuously reviewing and refiningour policies and procedures to ensure theypromote fairness and equity in all aspects Where appropriate we offer flexibility of working hoursor location to attract a diverse range of candidatessupported by our Future of Work initiative, a company-wide effort examining all aspects of how and where we Conclusion At IQVIA we understand that achieving and maintaining gender pay equity is an ongoing journey that requirescontinuous effort and dedication. We invite our employees to actively participate in shaping our inclusive culture