Results from our latest gender pay gap report show we have maintained equal pay between male and female colleagues for the third year in a row.
The Gender Pay Gap measures the average (median) hourly earnings of men and women and identifies pay inequalities. Businesses are required to publish these figures each year.
It is worked out by lining everyone’s wages up from smallest to largest and comparing the hourly pay of the woman in the middle and the hourly pay of the man in the same position.
Our latest figures show a pay gap of just 0.1% towards women, compared to the national figures which show that men earned 14.8% more than women.
We currently have a high number of women in senior roles and strive to ensure that gender isn’t a barrier to career success, supported by a smart working policy which is designed by colleagues to provide a flexible approach and help manage competing demands.
We know that the demands of family can be one of the biggest drivers holding back women’s career trajectory and we believe that our overall approach to people and our drive to embed a work life balance, supports colleagues in managing these demands without impacting on their career. We recognise that we still have some work to do to drive gender equality in some roles. We would like to increase the female representation in repairs. We know that change cannot be driven overnight but will strive to do this through 2024. We are passionate about fairness, equity, and inclusion, and we continue to fully support the UK government initiative to improve equality through collecting and reporting gender pay data. It’s pushing us to work harder and to think more deeply about how we drive inclusion
