IDEXX Laboratories Limited (“IDEXX UK”) 2022 Gender Pay Gap Report

About IDEXX

IDEXX is a global leader in pet healthcare innovation. Our diagnostic products, software and services create clarity in the complex, constantly evolving world of veterinary medicine. We support longer, fuller lives for pets by delivering insights and solutions that help the veterinary community around the world make confident decisions—to advance medical care, improve efficiency, and build thriving practices. Our innovations also help ensure the safety of milk and water across the world and maintain the health and well-being of people and livestock. IDEXX Laboratories, Inc. is a member of the S&P 500® Index. Headquartered in Maine, IDEXX employs nearly 11,000 people and offers solutions and products to customers in more than 175 countries. For more information about IDEXX, visit www.idexx.com.

IDEXX has one subsidiary in the UK that meets the government reporting requirements of the gender pay gap regulations under the Equality Act 2010: IDEXX Laboratories Limited (“IDEXX UK”), which is based in Wetherby, West Yorkshire. This report reflects data from IDEXX UK only and the data is as of April 2022.

About the IDEXX UK Gender Pay Report

This report shows the gender pay gap data that IDEXX is required to publish pursuant to the Equality Act 2010. This data is based on the 370 employees in the IDEXX UK workforce on 5th of April 2022. IDEXX is committed to advancing diversity, inclusion and pay equity and reducing our reported gender pay gap. The data we have reported, and will report, in our annual IDEXX UK Gender Pay Reports are influenced by a number of factors, including: the company’s organic growth, the low number of employees at IDEXX UK relative to the company as a whole and the June 2021 acquisition of ezyVet® veterinary software businesses, which resulted in the inclusion of 27 former ezyVet® UK-based employees in the reported data.

Diversity, Equity, and Inclusion at IDEXX

At IDEXX, we are committed to advancing diversity, inclusion and pay equity initiatives. We measure progress against our Diversity, Equity, and Inclusion (DEI) goals.

To help us achieve these DEI goals, we have a DEI strategy and have put in place processes and tools, including:

• Regularly conducting a company-wide employee engagement survey to give all employees an opportunity to directly and confidentially provide input on company culture, DEI measures, and feedback on their experiences and workplace conditions.
• Empowering employees to create connections and to engage with each other around issues they care about through our employee-led communities. Every IDEXX employee-led community that supports diversity has a Corporate Officer as an executive sponsor.
• Providing a global competency framework aimed at supporting objective selection, talent assessment, and performance goal setting through individual development planning and learning around core competencies.
   

Our Results and Actions

This report sets out our IDEXX UK gender pay gap, which reports average and median hourly pay and bonus statistics across the whole UK organization. The gender pay gap is not necessarily the same as equal pay, which is the difference between the pay of men and women who carry out the same job, similar job, or work of equal value. We have practices in place globally that are designed to promote fair and consistent compensation and are administered in a manner intended to support pay equity and take actions to address any unexplained pay disparities when identified. Click here for additional information regarding IDEXX’s global compensation processes and practices.

IDEXX UK Gender Pay Report

Our Gender Statistics

Below, we provide the IDEXX UK mean and median pay and bonus gaps, the distribution of men and women across the four pay quartiles and the proportion of men and women who receive a bonus in accordance with the requirements of the UK gender pay gap regulations.

At the snapshot date the IDEXX UK workforce was comprised of 35.1% men and 64.9% women.

Pay Gap

The mean hourly pay for women is 3.1% lower than for men while the median hourly pay for women is 9.7% lower.

Workforce Proportions by Pay Quartile
 

This illustrates the gender distribution of the employees across four quartiles based on how pay is distributed. The distribution of men and women is 34.4% men and 65.6% women for the lower quartile, 30.0% men and 70.0% women for the lower middle quartile, 36.7% men and 63.3% women for the upper middle quartile and 42.9% men and 57.1% women for the upper quartile.

Bonus Gap

The Bonus Gap reflects a calculation of the bonus payments for a full year. Commissions and equity awards are included as “bonuses.” The Mean Bonus Pay for women is 23.4% lower than for men, while the median bonus pay for women is 24.5% lower. When calculating the bonus gap, it must be noted that hours worked by an employee are not considered. Currently 18% of our employees work part-time, of which 89% are women. Since IDEXX is paying a percentage bonus to all its employees, the hours worked will have an impact on our bonus gap.

Workforce Proportions Receiving Bonuses

During the reporting period, bonuses were received by 83.8% of men and 86.3% of women. Employees who have joined IDEXX late in 2021 or early in 2022 will typically not have received a bonus during the reporting period, in line with our new hires compensation policies. Of the employees hired during this time frame, 64.4% were female and 35.6% were male.

We confirm that the information is accurate and has been calculated in line with the Equality Act 2010 (Gender Pay Gap Information Regulations 2017).

IDEXX Laboratories Limited ("IDEXX UK") 2021 Gender Pay Gap Report

Introduction

IDEXX Laboratories, Inc. is a member of the S&P 500® Index and is a leader in pet healthcare innovation, offering diagnostic and software products and services that deliver solutions and insights to practicing veterinarians around the world. IDEXX products enhance the ability of veterinarians to provide advanced medical care, improve staff efficiency and build more economically successful and effective practices. IDEXX is also a worldwide leader in providing diagnostic tests and information for livestock and poultry and tests for the quality and safety of water and milk and point-of-care and laboratory diagnostics for human medicine. IDEXX employs over 10,000 people and offers products to customers in over 175 countries. For more information about IDEXX, visit www.idexx.com.

Through diversity, equity, and inclusion efforts, we seek to ensure our global workplaces are dynamic, supportive of all our employees, and representative of our customers and communities. Diversity, equity, and inclusion among our employees helps drive both innovation and a better understanding of our increasingly global customer base.

IDEXX is an equal opportunity employer and we seek to recruit, develop, and retain the most talented people from a diverse candidate pool.

IDEXX has one subsidiary in the UK that meets the government reporting requirements of the gender pay gap regulations under the Equality Act 2010: IDEXX Laboratories Limited (“IDEXX UK”), which is based in Wetherby, West Yorkshire. This report reflects data from IDEXX UK only and the data is as of April 2021.

Pay Equity

IDEXX has numerous processes and practices in place globally that are designed to promote fair and consistent compensation and are administered in a manner to support pay equity. Our global pay processes and practices are intended to prevent identified, unexplained pay disparities based on gender for our global employees and we are confident that they are effective in doing so.

Gender Pay Gap versus Equal Pay

At IDEXX, our pay practices are fair and objective. UK legislation requires us to calculate our gender pay gap, which is an organization-wide measurement of the average pay of women compared to the average pay of men. The existence and size of any gap will therefore depend on the distribution of men and women throughout the company and the types of roles they occupy.

IDEXX UK Gender Pay Report

Our Gender Statistics

Below, we provide the IDEXX UK mean and median pay and bonus gaps, the distribution of men and women across the four quartiles and the proportion of men and women who receive a bonus in accordance with the requirements of the gender pay gap regulations.

At the snapshot date the IDEXX UK workforce was comprised of 31.0% of men and 69.0% of women.

Basic Pay Gap

The mean hourly pay for women is 14.0% lower than for men while the median hourly pay for women is 7.1% lower.

Workforce Proportions by Pay Quartile
 

This illustrates the gender distribution of the employees across four quartiles based on how pay is distributed. The distribution of men and women is 34.4% men and 65.6% women for the lower quartile, 30.0% men and 70.0% women for the lower middle quartile, 36.7% men and 63.3% women for the upper middle quartile and 42.9% men and 57.1% women for the upper quartile.

Bonus Gap

This illustrates the gender distribution of the 316 employees across four equally sized quartiles. The distribution of men and women is 30.4% men and 69.6% women for the lower quartile, 24.1% men and 75.9% women for the lower middle quartile, 27.8% men and 72.2% women for the upper middle quartile and 41.8% men and 58.2% women for the upper quartile.

Bonus Pay Gap

The Bonus Pay Gap reflects a calculation of the bonus payments for a full year and commissions and equity awards are included as “bonuses.” The Mean Bonus Pay for women is 36.1% lower than for men, while the median bonus pay for women is 14.0% lower.

Workforce Proportions Receiving Bonuses

During the reporting period, bonuses were received by 93.9% of men and 88.8% of women. Employees who have joined IDEXX in Q4 of 2020 or Q1 of 2021 will not have received a bonus during the reporting period, in line with our eligibility rules. Of the employees hired during this time frame, 75.9% were female and 24.1% were male.

IDEXX Laboratories Limited 2020 Gender Pay Gap Report

Introduction

IDEXX Laboratories, Inc. is a member of the S&P 500® Index and is a leader in pet healthcare innovation, offering diagnostic and software products and services that deliver solutions and insights to practicing veterinarians around the world. IDEXX products enhance the ability of veterinarians to provide advanced medical care, improve staff efficiency and build more economically successful practices. IDEXX is also a worldwide leader in providing diagnostic tests and information for livestock and poultry and tests for the quality and safety of water and milk and point-of-care and laboratory diagnostics for human medicine. Headquartered in Maine, IDEXX employs approximately 9,800 people and offers products to customers in over 175 countries. For more information about IDEXX, visit www.idexx.com. 

At IDEXX, our employees and unique culture enable us to achieve Our Purpose. Through diversity, equity and inclusion efforts, we ensure our global workplaces are dynamic, supportive of all our employees, and representative of our customers and communities. Diversity, equity and inclusion are essential drivers of our innovation and success. We believe that a focus on diversity, equity and inclusion is not only the right thing to do, but also enhances our entrepreneurial and collaborative spirit. 

IDEXX is an equal opportunity employer and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. 

IDEXX has one subsidiary in the UK that meets the government reporting requirements of the gender pay gap regulations under the Equality Act 2010:  IDEXX Laboratories Limited (“IDEXX UK”), which is based in Wetherby, West Yorkshire.  This report reflects data from IDEXX UK only and the data is as of 5 April 2020.  

Pay Equity

IDEXX has numerous processes and practices in place globally that are designed to promote fair and consistent compensation and are administered in a manner to support pay equity.  Our global pay processes and practices are intended to prevent identified, unexplained pay disparities based on gender for our global employees and we are confident that they are effective in doing so.

Gender Pay Gap versus Equal Pay

At IDEXX, our pay practices are fair and objective. However, UK legislation requires us to calculate our gender pay gap, which is an organisation-wide measurement of the average pay of men compared to the average pay of women.  The existence and size of any gap will therefore depend on the distribution of men and women throughout the company and the types of roles they occupy.

IDEXX UK Gender Pay Report

Our Gender Statistics

Below, we provide the IDEXX UK mean and median pay and bonus gaps, the distribution of males and females across the four quartiles and the proportion of males and females who receive a bonus in accordance with the requirements of the gender pay gap regulations.

Basic Pay Gap

The Mean Hourly Pay for women is 20.1% lower than for men while the Median Hourly Pay for women is 20.7% lower. In other words, women earn 80p for every £1 that men earn at both the mean and median hourly pay rate.

The gender pay gap above reflects the higher proportions of women in the lower pay quartiles with a low percentage of men in the lower quartiles.

Workforce Proportions by Pay Quartile

This illustrates the gender distribution of the 297 employees across four equally sized quartiles. The distribution of Men and Women is 29.7% Men/70.3% Women for the Lower Quartile, 25.7% Men/74.3% Women for the Lower Middle Quartile, 29.7% Men/70.3% Women for the Upper Middle Quartile and 45.9% Men/54.7% Women for the Upper Quartile.

Bonus Pay Gap

The mean bonus gap includes commission and equity awards, which are not widely distributed to our broader employee population. The mean bonus pay for women is 34.2% lower than for men, while the median bonus pay for women is 51.1% lower. 

Workforce Proportions Receiving Bonuses

The IDEXX UK workforce is comprised of 32.2% of Men and 67.8% of Women. During the reporting period, bonuses were received by 95.9.0% of Men and 93.2% of Women.

---

We confirm that the information is accurate and has been calculated in line with the Equality Act 2010 (Gender Pay Gap Information Regulations 2017).