Gender Pay Gap and Ethnicity Pay Gap reports

The production and analysis of Gender Pay Gap (GPG) and Ethnicity Pay Gap (EPG) figures supports our Equality, Diversity & Inclusion (EDI) strategy and our commitment to creating an environment where colleagues feel comfortable being themselves and bringing their whole self to work. We want Ofwat to be a place where everyone is treated equally and empowered to thrive, irrespective of their background, age, gender, location, ethnicity/race, religion/belief, marital status, sexual identity or disability.

We are committed to creating an organisation which values all our people and their contribution, so that together we achieve our vision of improving life through water. For more information, see our EDI strategy and the work we are doing to support this. Our latest Gender and Ethnicity Pay Gap reports are available below.

Gender and ethnicity pay gap report 2023

Gender and ethnicity pay gap report 2022

We have continued to take action to improve our pay gaps. These are some of the actions we have taken:

  • The continuation of blind sifting, transparent Interviews and flexible working options in our recruitment process to improve accessibility, remove bias and any potential barriers to applying for Ofwat roles. We are undertaking a review of our recruitment data, in particular the impact that each stage of the recruitment process may be having on gender or ethnicity. This will assist in our understanding of the number of diverse applications we receive, and how successful these individuals are at the shortlisting and offer stages.
  • In all Senior Director recruitment campaigns, we made diversity for candidate pools a key requirement for the executive search agencies. Out of the five vacancies in 2023, two were filled by white women, and one by a man from a GEM background.
  • Realising the sector, we recruit from is not as diverse as we would like, we have focused on ‘growing our own’. In 2023 the intake offers from our Graduate Development Programme were made up of 36% Global Ethnic Majority (GEM) and 64% female applicants. Building upon the success of our Graduate Development Programme we are now diversifying our Early Career entry pathways, including Degree Apprenticeships.
  • The Pay Remit Group have continued to be mindful on the EDI impact when moderating and making the final decisions for the Prioritised Pay Adjustments (PPAs) and Bonus decisions.
  • We are embedding our Employer Value Proposition (EVP) project. This project helps us to refresh the way that we promote our roles externally as well as helping with the way that we tell stories internally about Ofwat culture and for our recruitment collaterals to be representative of the communities in which we are located with a view to attracting a more diverse pool of talent to Ofwat.
  • The 2023 pay remit also included an additional 0.5% pay award to Business Support and Associate pay bands which will impact 38 individuals. At these bands 35% are GEM and 63% are female employees, therefore we can take a step to positively affect our Gender and Ethnicity Pay Gap figures.

In the short term, our pay gaps may widen due to our ‘growing your own’ strategy bringing in a pipeline of diverse talent at lower levels within the organisation. Bringing in diverse early career’s talent is a long-term strategy to achieve balanced representation at all levels within the organisation. This strategy will take time to realise and in the short term may temporarily widen our pay gaps.

These activities form part of our wider work to deliver our EDI strategy and ensure that Ofwat is diverse at all levels of the organisation.