As an industry leader, at Johnson Controls we’re committed to creating a diverse and inclusive culture that offers all our employees an equal opportunity to progress in their careers, and to achieve their goals inside and outside of the workplace. Equality plays an integral role in all of our organisations. Moreover, it makes good commercial sense.

A diverse and inclusive workforce gives us competitive advantage, reflecting the varied markets we serve and enabling us to deliver best-in-class service.

At Johnson Controls, regardless of employees’ gender or background, we provide the same career and remuneration opportunities. All employees have equal access to the compensation and benefit programmes that are relevant to their roles in the company.

The information included in our Gender Pay Gap reports must highlight the differences between:

• The mean and median hourly pay of male and female employees
• The mean and median bonus pay of male and female employees
• The mean and median pay of part-time male and female employees*
• The mean and median pay of employees on temporary contracts*

We also need to report the percentage of men and women who:

• Received bonuses
• Received benefits in kind*
• Are in the lower, lower-middle, upper-middle and upper range pay bands

* These points are only a requirement for the Ireland GPG Report.

Gender Pay Gap vs. Equal Pay

The Gender Pay Gap shows the difference between the average hourly pay for male and female employees within the same pay period, regardless of their jobs and/or the value of the jobs they carry out. The Gender Pay Gap is not the same as Equal Pay. Equal Pay measures the pay difference between men and woman who carry out the same jobs, similar jobs, or work of equal value.