We are developing our sustainability programme across the business, which includes looking at equality, diversity, and inclusion, and how we can ensure that we are an attractive and fair employer for all.

As part of this and in line with government regulations, we have again reviewed how we pay female and male colleagues to show our gender pay gap. This is the first year we will be reporting in this way.

 

Six key metrics

There are six key metrics that are necessary under the rules on gender pay gap reports. These are:

  • the difference in the mean pay of full-pay men and women, expressed as a percentage;
  • the difference in the median pay of full-pay men and women, expressed as a percentage;
  • the difference in mean bonus pay of men and women, expressed as a percentage;
  • the difference in median bonus pay of men and women, expressed as a percentage;
  • the proportion of men and women who received bonus pay; and
  • the proportion of full-pay men and women in each of four quartile pay bands.

 

The gender pay gap shows the overall difference in the average pay between men and women across all roles in the organisation. Occupations where women are underrepresented typically produce higher pay gaps and these can be significant.