Coronavirus: information and updates

Pay gap report

We have a legal duty to report our gender pay gap information every year. We have decided to also publish our disability and ethnicity pay gaps.

Our gender pay gap: 16.2%

Our disability pay gap: -7.3%

Our ethnicity pay gap: -0.4%

How pay gap is reported

Pay gaps are reported as a percentage. This represents the gap between the group being looked at and the average hourly pay for everyone in the organisation.

There are 2 ways to create an average for hourly pay.

  • The mean: This is an average of everyone’s hourly pay. Everyone’s hourly pay, divided by the total number of employees.
  • The median: This is the middle value. All hourly pay rates are sorted from lowest to highest, the hourly rate in the middle is chosen from this list.

The larger the percentage the greater the gap. If the percentage is negative, it means that the gap is in favour of the group being looked at. Known as a pay advantage.

Our gender pay gap

As of 5 April 2021 our gender pay gap is 16.2%.

This represents an improvement since 2019 which saw the gender pay gap rise to 29.7%. While this is welcome news, we are not complacent and are working to reduce this further.

The table below shows our gender pay gap from 2019 onwards.

YearMean pay gapMedian pay gap 
201929.7%32.6%
202022.4%29.1%
202116.2%23.7%

Bonus pay gap

The table below shows our bonus pay gap from 2019 onwards. No bonuses were paid in 2021, which is why this is 0.

YearMean bonus pay gapMedian bonus pay gap
2019-8.5%-25%
2020-39%-31%
202100

Actions: reducing the pay gap further

  1. Our Leadership and Board of Trustee's continue to encourage internal development of women. We continue to monitor our pay gap figures.
  2. Introduced a new pay and reward strategy in 2021. The strategy ensures that we do not disadvantage woman or any other group. We are looking at how we can encourage more women to apply for or progress into senior roles
  3. Following the pandemic we have introduced a hybrid working policy across the organisation. Our new policy puts customers at its heart. In most cases, colleagues can work in a way that suits them best. But this is subject to customer needs. This greater flexibility supports women's ability to work.
  4. All employees are now eligible to submit a flexible working request. This is available from their first day of employment.

Our disability pay gap

The table below shows are disability pay gap from 2019 onwards.

YearMean pay gap Median pay gap
2019-1.5%-23.6%
2020-7.9%-36.7%
2021 -7.3% 

This data shows that our disabled colleagues on average are paid more than our non-disabled colleagues, and this pay advantage is growing.

A deeper look at the data showed us that disabled people in our most senior roles are not paid as much as their senior colleagues, who are non-disabled. We have already reduced this pay gap by half. But we need to do more to increase the number of disabled people into these senior roles.

Our ethnicity pay gap

Our Ethnicity pay gap for January 2021 is -0.4%

This means we have a pay advantage for our Black, Asian and ethnic minority employees.

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