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 2019 WWT’s workforce consisted of 588* employees and casual workers* with 41% being male and 59% being female. Our gender pay report reveals that a 14.93% pay gap exists between the average pay of men and women and an 11.67% pay gap exists when looking at the median (mid-point) level of pay for our male and female workers. This gap is below the 2018 national average.

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 33.3% 42.2% 36.7% 54.7%
% Women 66.7% 57.8% 63.3% 46.3%

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 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 since 2017 report, 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.

John Rew
Director of Finance and Support Services

* This figure excludes WWT Consulting and anyone who, on the snapshot date, received less than their basic pay due to maternity, paternity, adoption, sickness and unpaid leave.