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%
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 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.
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.
Year | Mean pay gap | Median pay gap |
---|---|---|
2019 | 29.7% | 32.6% |
2020 | 22.4% | 29.1% |
2021 | 16.2% | 23.7% |
The table below shows our bonus pay gap from 2019 onwards. No bonuses were paid in 2021, which is why this is 0.
Year | Mean bonus pay gap | Median bonus pay gap |
---|---|---|
2019 | -8.5% | -25% |
2020 | -39% | -31% |
2021 | 0 | 0 |
The table below shows are disability pay gap from 2019 onwards.
Year | Mean 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 for January 2021 is -0.4%
This means we have a pay advantage for our Black, Asian and ethnic minority employees.