Gender Pay Gap reporting is an annual requirement for organisations with more than 250 paid workers. It highlights the mix of men and women at all levels of an organisation and the effect that this then has on average hourly rates of pay.

At the snapshot date of 5 April 2018 WWT’s paid workforce consisted of 563* employees and casual workers, with 41% being male and 59% being female. Our gender pay gap report reveals that a 10.31% pay gap exists between the average pay of men and women and an 8.15% pay gap exists when looking at the median (mid-point) level of pay. This gap is below the 2017 national average and a fall from last years’ figure of 9.13%.

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).

Lower quartile Lower mid quartile Upper mid quartile Upper quartile
% Men 36.2% 37.1% 36.9% 52.5%
% Women 63.8% 62.9% 63.1% 47.5%


In addition organisations must also report on bonus pay. We don’t 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 has revealed 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. When it comes to the most senior roles (upper quartile), although we have seen an increase in the number of women, we still see a higher proportion of men.

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 for doing equivalent jobs across the Trust and where differences occur, 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 intend to ensure that policies, 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 taking steps to review our flexible working policy. We will also continue to recognise and challenge any factors that we believe contribute to the gender pay gap.


Sheila Wilcox
Head of People