Our people are at the centre of our business strategy. We aspire to be an employer of choice who:
- provides a great place to work
- can recruit and retain the right talent with the wide range of skills, knowledge and capabilities that we need
We are committed to a diverse and inclusive culture which supports the fair treatment and reward of all colleagues, irrespective of gender. Our pay framework is based on the principles of fairness, transparency and consistency.
We need to publish gender pay gap information by 30 March each year under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
You can view our gender pay gap reports:
Gender pay gap report 2022 to 2023
Gender pay gap report 2021 to 2022 (Word: 854KB)Gender pay gap report 2020 to 2021 (Word: 726KB)Gender pay gap report 2019 to 2020 (Word: 702KB)Gender pay gap report 2018 to 2019 (Word: 1.2MB)Gender pay gap report 2017 to 2018 (Word: 396KB)Gender pay gap report 2016 to 2017 (Word: 364KB)
What is in our gender pay gap report
Our report includes information about the:
- mean and median gaps in hourly and bonus pay
- proportion of men and women who received bonuses
- proportion of male and female employees in each pay quartile
Our report fulfils our reporting requirements and also explains what we are doing to address the gender pay gap in our organisation. We are committed to addressing our gender pay gap and are taking a wide range of actions to continue to reduce this.
What the gender pay gap is
The gender pay gap shows the difference in average pay between all men and women in an organisation.
It is different to equal pay, which examines the pay differences between men and women who carry out the same or similar jobs, or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.