Gender Pay Gap Report 2018

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Iron Mountain is a global business dedicated to storing, protecting and managing, information and assets.

Iron Mountain has two UK employing entities, Iron Mountain (UK) PLC and Iron Mountain (UK) Services Limited which are required to report their gender pay gaps. Since we operate as one organisation from an employee inclusion and engagement perspective, just as for 2017’s reporting, we have provided combined UK Group figures, as well as for each employing entity. The table below shows the make-up of each employing entity:

COMPANY F M TOTAL
Iron Mountain (UK) PLC 171 238 409
Iron Mountain (UK) Services Limited 279 953 1232

What We Did in 2018 at Iron Mountain

Inclusion at Iron Mountain is about creating an environment of involvement, respect and connection, one where we listen to, and value, everyone’s ideas, backgrounds and perspectives. This improves how we perform as individuals and teams, and ultimately helps us succeed as an organisation

Women in Leadership Programme

We are dedicated to accelerating the attraction, development and movement of female talent into roles of increasing responsibility and influence.

At the end of 2015, we stated our first public Inclusion & Diversity goals, including the goal to achieve 30% representation of women in leadership in North America (Director level and above) by 2020.

When we set this goal, 21% of our North American leaders were female. We’re at 32% now in North America, and 24% in Europe.

We need to build our global bench of high-potential female talent and demonstrate our public commitment to accelerate our global Inclusion & Diversity strategy.

In June 2018, we launched our first Women in Leadership Programme across Europe.


Through the programme, our female leaders gained:

  • An increased understanding of personal strengths and barriers for being a successful and authentic leader
  • A self-created action plan to leverage their strengths and address existing barriers
  • A vision of their authentic leadership style
  • A better understanding of systemic barriers to women’s achievement, and powerful strategies for change
  • Increased ability to negotiate their own success and create value for the organisation
  • Ways to manage gender bias challenges
  • Increased skill in having constructive conversations, where actions are consistent with their values and aspirations,
  • especially in high-stake situations
  • Interactions with women role models to experience the varied ways women practice leadership
  • A lasting network of women leaders
Women at IM

"For Iron Mountain to be successful, we need to be able to leverage diversity of leadership, to improve the quality of decision making, to provide inspiration for the next generation of leaders and to reflect the customers we serve. To this aim, I’m delighted to support our Women in Leadership Programme."

- Charlotte Marshall, Senior Vice President and General Manager, Europe

Encouraging Flexible Working

Iron Mountain recognises the benefits flexible working arrangements can bring to the Company, by improving productivity and employee engagement. We also recognise that flexible working plays an important part in our ability to attract and retain a diverse range of employees.

In 2018, we adopted a positive approach to flexible working opportunities, including the introduction of a Home Working Policy across our UK business, enabling many of our employees to balance employment with their outside commitments and lifestyle.

International Women’s Day 2019

Iron Mountain believes in working towards a more gender-balanced world, and in recognition of International Women’s Day 2019, employees across Iron Mountain took part in events and shared what a gender-balanced world meant to them.

“To me personally, gender balance within a business context means all employees having a voice that can be heard and an opportunity to influence their workplace and company regardless of their gender. I strongly believe that gender balance brings greater diversity of thought, which can positively impact overall business performance. I am proud to support and drive #balanceforbetter at Iron Mountain”

- Rachel Jerams, HR Director

Pay and Bonus Gap Data

The gender pay gap shows the difference in average hourly pay and annual bonus pay between women and men at Iron Mountain. It is different to equal pay, which looks at pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. The gender pay gap shows the differences in the average pay between men and women regardless of role.

We are very pleased that our UK Group gender pay and bonus gaps have improved from last year. While the UK Group pay and bonus gaps are still negative (i.e. in favour of women), the mean and median pay and bonus gaps have reduced.

Our overall progress at a UK Group level does not mean we are complacent. The statistics highlight several areas of gender imbalance, which we are working hard to address.

The data below illustrates our mean and median gender pay gap and bonus gaps at the snapshot date of 5 April 2018 and the gender bonus gaps covering the twelve-month reference period preceding 5 April 2018.

Group Figures

PAY AND BONUS GAP MEAN MEDIAN
Gender Pay Gap -3.0 -4.4
Bonus Pay Gap -12.2 -14.2
2018 group figures male paid bonus
2018 group figures female paid bonus

Iron Mountain (UK) PLC

Pay and Bonus Gap Mean Median
Gender Pay Gap 29.1% 33.3%
Bonus Pay Gap 48.4% 54.7%
2018 PLC male paid bonus
2018 PLC female paid bonus

Iron Mountain (UK) Services Limited

Pay and Bonus Gap     Mean Median
Gender Pay Gap -1.7% 4.7%
Bonus Pay Gap -57.4% 3.1%
2018 UK services male paid bonus
2018 UK services female paid bonus

Employees by Pay Quartile

Group Figures
2018 pay quartile group figures
Iron Mountain UK (PLC)
2018 pay quartile PLC
Iron Mountain (UK) Services Limited
2018 pay quartile UK services

The majority of our leadership, support functions and professional services sit within Iron Mountain (UK) PLC. Within Iron Mountain (UK) PLC there are more men in senior roles and more women employed in junior level roles. We believe that this workforce structure is the main explanation for our pay gap in this entity. We have also determined that the increased mean bonus gap this year is due to a very small number of high bonuses skewing the overall results.

Iron Mountain (UK) Services Limited has over three times as many employees as Iron Mountain (UK) PLC and this is where the majority of our physical records storage and data management solutions roles sit. A very small number of high bonus values again this year has resulted in a significant, negative mean bonus gap.

Closing Remarks

We will continue to address the gender pay gap at Iron Mountain as we recognise that improvement is needed.

In 2019, we pledge to continue to identify opportunities and implement strategies and initiatives that promote gender equality within Iron Mountain.

I confirm that the data in this report has been prepared according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

  • Charlotte Marshall - Senior Vice President & General Manager - Western Europe
  • Rachel Jerams – HR Director – UK & Ireland
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