This is our second year of voluntarily communicating our sexual orientation and disability pay gaps and the third year for our ethnicity pay gap, alongside the required gender pay gap reporting. We also continue to report on intersectionality where possible (comparing gender and ethnicity).
We are voluntarily disclosing and acting on more than is mandated because we believe we play an important role in fulfilling our ED&I commitments, and we welcome transparency.
We recognise the reality that marginalised groups continue to face additional barriers to inclusion in the workplace and closing pay gaps is an important component of our work on Diversity and Inclusion.
While we are pleased to report headline improvements in each of the four areas, there are variations within the specific groups, and we have more we want to do in addressing and decreasing our pay gaps.
Our pay gaps are largely driven by under-representation of minoritized ethnic communities, disabled and LGB+ colleagues in higher-paying roles within our organisation. Achieving greater diversity in our leadership is a key goal for us – we are progressing a series of practical actions to achieve this. To learn more about our pay gaps, commitments and actions, read the full report.
Pay Gap Report 2022
Ethnicity Pay Declaration 2021
Gender Pay Declaration 2021
Gender Pay Declaration 2020
Gender Pay Declaration 2019