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


IDEXX Laboratories, Inc. (“IDEXX”) is a leader in pet healthcare innovation serving veterinarians around the world with a broad range of diagnostic and information technology-based products and services.

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 2018.   

IDEXX’s 8,000 employees globally live by our Purpose: To be a great company that creates exceptional long-term value for our customers, employees and shareholders by enhancing the health and well-being of pets, people and livestock.

For the last 8 years, through the end of 2018, IDEXX has doubled the company’s revenues and grown the number of employees worldwide by 3,350.  As part of this growth our UK employee population now exceeds 250.  This means that while we have been focusing on gender and diversity for some time, we are reporting our gender pay and bonus data under the gender pay gap regulations for the first time this year. 

At IDEXX our most effective employee engagement tool is our unique culture.  We strive to make IDEXX a place where meaningful work is plentiful, a place where our people like to work and are supported by a diverse and inclusive culture.

To accomplish this, we believe that including individuals with different perspectives and backgrounds is not only the right thing to do, but also something that enhances our innovative and collaborative spirit, which has been the engine driving our performance and growth.  We are an equal opportunity employer and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.  We also believe in compensation programs that are designed to avoid pay disparity based on personal characteristics such as gender.    

Gender Pay Gap versus Equal Pay

“Gender Pay gap” is commonly confused with “pay equity” or “equal pay.”  Therefore, we think it is important to explain why “pay gap” and “pay equity” are two very different concepts. 

Gender pay gap is an organisation-wide measurement of the average pay of men compared to the average pay of women. 

Equal pay is the legal obligation to pay individual men and women who carry out the same or equivalent jobs, equally.  

Our employees are paid pursuant to the same pay ranges for the same job, and in accordance with policies and practices designed to ensure equal pay. 

IDEXX UK Gender Pay Report

Our Gender Statistics

We set out below 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 16.4% lower than for men while the Median Hourly Pay for women is 12.0% lower. In other words, women earn 84p for every £1 that men earn at the mean hourly pay rate, and 88p for every £1 that men earn at the median rate.

The gender pay gap above reflects the higher proportions of women in the lower middle and upper middle pay quartiles with a low percentage of men in the lower quartile.  This is reflective of a different mix of male and female employees in specific jobs.

Workforce Proportions by Pay Quartile

This illustrates the gender distribution of 285 employees across four equally sized quartiles. The distribution of Men and Women is 32.9% Men/67.1% Women for the Lower Quartile, 27.1% Men/72 Women for the Lower Middle Quartile, 27.1% Men/72.9% Women for the Upper Middle Quartile and 45.7% Men/54.3% 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. 

Workforce Proportions Receiving Bonuses

The IDEXX UK workforce is comprised of 32.6% of Men and 67.4% of Women. During the reporting period, bonuses were received by 86.0% of Men and 87.0% of Women.


Paul Tye
Vice President, Western Europe Region

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