News story: Gender pay gap results published

first_img This file may not be suitable for users of assistive technology. upper: 86% male, 14% female upper middle: 83% male, 17% female lower middle: 75% male, 25% female lower: 55% male, 45% female The proportions of men and women in each pay quartile: The NDA has published a report which covers their entire estate. If you use assistive technology (such as a screen reader) and need aversion of this document in a more accessible format, please email [email protected] tell us what format you need. It will help us if you say what assistive technology you use. Sellafield Ltd full declaration on gender pay gap Request an accessible format.center_img under-representation of females in more senior grades. the ongoing legacy of historic recruitment into STEM roles. low employee turnover and restricted recruitment, hence limited opportunities to provide promotion opportunities. lower female length of service and therefore less average experience, potentially influencing promotion outcomes. In common with most organisations, this is the first time that our gender pay gap has been analysed, and this report is therefore our baseline for improvement.Our first priority is to understand the reasons for our pay gap, at a detailed level. We therefore intend to further analyse our data. This analysis will then enable us to formulate a targeted action plan to close our gender pay gap.The results for Sellafield Ltd are as follows: the mean gender pay gap: 14.3% the median gender pay gap: 11.7% the mean gender bonus gap: 14.6% the median gender bonus gap: 0% the proportions of men and women who received a bonus: 98.03% and 97.84% respectively PDF, 213KB, 6 pages At this stage, our analysis is that the pay gap is driven by the following factors:last_img

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