Gender pay gap

Gender Pay Gap legislation (developed by the Government Equalities Office) was introduced in April 2017 and requires all organisations with 250 or more employees, to publish their overall mean and median gender pay gaps.

Gender pay gap reporting is defined as “…the difference between the average earnings of men and women over a period of time, irrespective of their role or seniority.”

We have been keeping track of the Gender Pay Gap within Ofwat since 2017/18.

With less than 250 employees during 2017/18, we have voluntarily chosen to publish our 2017/18 gender pay gap information this year.

We will publish our gender pay gap for 2018/19 in 2020 as per the reporting requirements.

Ofwat figures for 2017/18

 

Mean is the average value, calculated by dividing the total of all the values by the number of results. Median is the mid-point/middle value, when all values are placed in ascending or descending order. (The sample size was 112 females and 120 males).

  • 2% difference (in favour of males) between our average female and average male hourly pay rates.
  • 10% difference (in favour of males) between the mid-points/middle values of the 2 groups
  • 10% more females than males received a bonus award (*across the workforce by gender)
  • Females received an average of £99 more in bonus payment than males
  • The median (mid-point/middle) values for males and females were the same in terms of bonus payments

Pay by quartile

Quartiles are achieved by identifying the median value (the mid-point value where all values are listed in ascending/descending order) and then identifying the mid-point values between the lowest and median values (these become the lower and lower middle quartiles) and the highest and median values (these become the upper and upper middle quartiles).

  • A 1% and 3% difference in favour of women in both the upper and lower quartiles respectively
  • Upper middle and lower middle quartiles differ by 7% and 1% in favour of men, respectively

How this compares

As per the chart below, it’s encouraging to see that our figures are low in comparison to other Civil Service organisations – we currently have the lowest mean and second lowest median results:

So what’s next?

Whilst our figures are encouraging, we believe we’re equipped to continue improving on these results, for example, through our well-embedded SAILOR values and flexible ways of working to name a few, ultimately demonstrating our sustained commitment to gender equality within Ofwat.