In the UK, public, private and voluntary sector organisations with 250 or more employees have to report on their gender pay gaps annually (2021 will be the 5th cycle of reporting). The report shows the difference between the average earnings of men and women expressed relative to men’s earnings. A gender pay gap does not mean women are paid less than men for doing the same job within the organisation, but it does show that on average that men occupy higher-paying roles than women.

At the snapshot date of 5 April 2021 WWT’s workforce consisted of 368 employees and casual workers with 43% being male and 57% being female. However the gender pay gap excludes from its calculation all those that did not receive full salary therefore our figures are reduced by 51 people who were furloughed under the Coronavirus Job Retention Scheme bringing our head count down to 317 (45% being male and 55% being female).

Our gender pay report that excludes those on furlough reveals that a 10.92% pay gap exists between the average pay of men and women and an 11.93% pay gap exists when looking at the median (mid-point) level of our male and female workers. However when we add back in those on furlough to get a true picture of our organisations gender pay gap, our mean (average) is 12.77% and our median 11.93%.

For gender pay gap reporting we are also asked to split our paid workers into four groups (quartiles) by hourly rate and to show the balance of men and women in each quartile (at the snapshot date).

Excluding those on furlough

Lower quartile Lower mid quartile Upper mid quartile Upper quartile
% Men 43% 41.2% 38% 56.9%
% Women 57% 58.8% 62% 43.1%

Including those on furlough

Lower quartile Lower mid quartile Upper mid quartile Upper quartile
% Men 34.8% 42.4% 43.5% 55.4%
% Women 65.2% 57.6% 56.5% 44.6%

In addition organisations must also report on bonus pay. WWT does not pay bonuses and no other payments were made in this reporting year that apply to this category.

Our analysis revealed that the root cause of our gender pay figures is that more women than men are employed in part-time roles and that our part-time roles, although spread throughout the organisation, predominantly exist at our less senior roles.

It’s important to note that the gender pay gap is not a measure of the difference in pay between men and women for doing the same job. Within WWT, men and women are paid equally at the same grade for doing equivalent jobs across the Trust and where differences occur through the payment of market forces, they are justifiable.

The reasons for more women wishing to work in part-time roles are influenced by cultural, economic, and societal factors. WWT cannot impact all of these factors but is committed to reducing its gender pay gap. We are working hard to ensure that procedures and practices do not create barriers to gender equality and that we remove any obstacles to women reaching the senior levels of our organisation. We are serious about enabling a work life balance for all and are working to make our flexible working practices the best they can be. We have reviewed our flexible working policy and starting more detailed work on diversity, inclusion and belonging. We will also continue to recognise and challenge any factors that we believe contribute to the gender pay gap.

Kirsty Iles
Head of People
March 2022