Management Statement
I’m proud of the commitment we continue to make in building a diverse and inclusive workplace for our team members, as demonstrated by our EDI maturity benchmark (“Strategic”) as accredited by Inclusion-In in partnership with the Centre for Diversity Policy Research and Practice at Oxford Brookes University. The organisation reports extremely high trust and engagement ratings and has been awarded winner in the UK Culture Awards and European Employer Brand Awards for its continuing work in this area.
Notwithstanding this point, diversity is a journey not a destination and will be an evergreen focus for the Senior Leadership team.
In our 2023 reporting period I note the following points:
- Greater parity at the more senior levels of the organisation 49/51% male/female in the upper pay quartiles, and 58/42% respectively in the lower pay quartiles.
- Despite this there remains an 11% mean pay gap (male favourable), flattening to a 2% favourability at median.
There remains work to do in specific areas/functions of the business where – over time – pockets of lower representation have materialised. Focused work is being applied in this area, but overall I remain confident that the workplace feels inclusive and diverse as represented by our employee engagement data which is collected biannually and through less formal channels.
Sophie Lawler
Chief Executive Officer
Average gender pay gap as a mean average
|
Male £10.82 |
Female £9.97 |
Mean Gender Pay Gap 7.9% |
Average gender pay gap as a median average
|
Male £8.88 |
Female £8.88 |
Median Gender Pay Gap 0.00% |
Average bonus gender pay gap as a mean average
|
Male £3,962.60 |
Female £3,256.86 |
Mean Gender Pay Gap 17.8% |
Average bonus gender pay gap as a median average
|
Male £2,236.52 |
Female £1,912.45 |
Median Gender Pay Gap 14.5% |
Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
|
Male 23.2% |
Female 19.6% |
Mean Gender Pay Gap 15.6% |