Gender Pay Gap 2023
Reporting on our gender pay gap is just one of the
ways in which we are working to understand the
progress we are making in ensuring that everyone
working here feels that they are a valued member of
the team and that they are treated equally well, as
well as holding ourselves to account for continuing
to improve.
Our 2023 report is based on data captured on 5
April 2023 and highlights both positive and negative
changes. Our median pay gap (which measures
the difference in pay between the middle-ranking
female colleague and the middle-ranking male
colleague) decreased from 11.9% in 2022 to 9.7% in
2023, which is encouraging.
This measure is starting to be used more widely
in pay reporting as it is less likely to fluctuate with
salaries at either end of the scale and so it provides
a more consistent benchmark for progress.
In the same period, however, our mean gender pay
gap (which measures average hourly pay) increased
from 11.3% to 12.2%, which is a disappointing
reminder of how much work we still have to do.
We have scrutinised the data we have available to
get to the root of the issues behind our gender pay
gap. The priorities set out in our Gender Pay Gap
Report 2023 help focus our efforts in addressing our
gender pay gap, where we can have the greatest
impact. Some of the factors influencing the gap, like
market conditions, are out of our control.
But we know we can improve our understanding of
the data we have; we can create more opportunities
for flexible working; we have more to do to improve
our recruitment practices; and we can step up
our efforts to facilitate fair conversations about
salaries. Our aim throughout all these actions is to
ensure that female colleagues can access the same
opportunities as male colleagues at every level of
the organisation - and that everyone is rewarded for
their hard work in a consistent way.
Despite the name 'Gender Pay Gap Report', the
analysis is based on a binary definition of sex
(female, male), rather than gender (which is largely
culturally and socially determined), because
the regulations require us to report in this way.
However, as part of our ongoing commitment to
actively embrace colleagues of all gender identities,
we want to acknowledge that some individuals may
not identify with either 'gender' (sex) referenced in
the report.
Read our Gender Pay Gap Report 2023.
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