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Gender pay gap

We, as a public-sector employer of more than 250 employees, are required to report on our gender pay gap annually in line with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.

We are committed to the principle of equal opportunities and equal treatment for our employees and ensuring we have a diverse workforce who enjoy their jobs.

There is no difference between the pay of men and women employed in the same or equivalent roles as we have a job evaluation mechanism which ensures equal pay. However, there is a difference between the average hourly pay of men and women when looking at our entire workforce.

During the last 12 months we have undertaken significant analysis to understand our gender pay gap. We now recognise there are a number of reasons for our pay gap and it may take some years to see a significant change.

As an organisation we believe that the solution to improving our pay gap is wider than just focussing on the differences between the average pay of men and women. We are launching our people strategy which will focus on four key areas:

  • keeping and attracting talented people
     
  • promoting a positive working environment
     
  • development of skills for now and the future
     
  • developing leaders for now and the future

Smart working

We have also been implementing smart working across the organisation, taking a culture-led approach to increasing our agility and confidence.

This increased flexibility and trust in our people has been well received by employees and makes for a better work-life balance as well as more effective and productive working.

Published data

You can view our published gender pay gap data on the Gov.UK gender pay gap reporting website. 

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