Gender pay gap reporting is a new and annual legal requirement for organisations with more than 250 paid workers. Gender pay reporting highlights the mix of men and women at all levels of the organisation and the effect that this then has on average hourly rates of pay. It’s important to note that it does not report on equal pay and we are confident that men and women are paid equally for doing equivalent jobs across the Trust and where differences occur, they are justifiable.

At the snapshot date of 5 April 2017 WWT’s paid workforce consisted of more women than men, 58% being female and 42% being male. Our gender pay gap report reveals that an 11% pay gap exists between the average pay of men and women and a 9% pay gap exists when looking at the median (mid-point) level of pay.
Although below the national average, this gap came as a surprise as WWT is a fair employer striving to provide a great place to work for all of its workers.

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).

Upper quartile Upper mid quartile Lower mid quartile Lower quartile
% Men 55.1% 38.4% 35.7% 40.6%
% Women 44.9% 61.6% 64.2% 59.4%

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 into our gender pay gap figures has revealed that the root cause of the difference is that more women than men are employed in part-time roles and that our part-time roles, although spread throughout the organisation, are predominantly available within less senior roles. When it comes to the most senior roles (upper quartile), we see a higher proportion of men than women. These factors consequently lead to a gender pay gap as a higher proportion of women are paid at lower rates of pay and a higher proportion of men are paid at the higher rates.

The reasons for more women wishing to work in part-time roles than men are based on 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 will consider the ability for our employees to work flexibly at all levels of the organisation while still meeting our operational needs. We will continue to recognise and challenge any factors that we believe contribute to the gender pay gap.

I confirm that the gender pay gap information provided in this report is accurate.

Sheila Wilcox
Head of People