Our gender pay gap report
Since April 2017 companies with more than 250 employees have been required by law to carry out gender pay gap reporting under the Equality Act 2010. The report must show the difference between the average earnings of men and women.
On this page we have highlighted the key metrics for 2019, as well as providing the independent reports we have commissioned each year. At SES Water we believe in creating a diverse and gender-balanced workforce which ensures equal opportunities for all employees and reflects the customers we serve. With this in mind we’re pleased to report our mean gender pay gap has reduced from 15.8% on 2 June 2017 to 12.3% at 8 August 2019 but recognise that more needs to be done to close this gap even further.
Our gap is caused by having fewer women in senior roles in the Company and this is not uncommon in the utilities industry as the STEM (science, technology, engineering and mathematics) fields have been predominantly male occupations with historically low participation among women. In fact, just 22% of the core STEM workforce in the UK are women (WISE UK statistics 2018) and the UK has the lowest percentage of female engineering professionals in Europe.
Some of the actions we are taking to ensure we are continually challenging ourselves to be more inclusive, include job grading so we have more effective career progression, transparency and clarity over pay bands and reviewing our recruitment processes and appraisal system to ensure capable employees can progress, regardless of gender.
Group Chief Executive Officer
Our gender pay gap reports
Summary of the latest key figures
|Gender pay gap 2019|
|Employees receiving bonus pay||178 (88.1%)||81 (77.1%)|
|Full-pay relevant employees in each quartile|
|Upper quartile||56 (75.7%)||18 (24.3%)|
|Upper middle quartile||59 (80.8%)||14 (19.2%)|
|Lower middle quartile||36 (48.6%)||38 (51.4%)|
|Lower||45 (61.6%)||28 (38.4%)|
Mean versus median?
The mean gender pay gap is the difference between the average hourly pay for all men compared with all women across an organisation. This difference is expressed as a percentage.
If we were to line up all our male and female staff members separately, from the lowest to the highest paid, the middle staff member is the median. The media pay gap is the difference between the male median and female median. Like the mean, it is also expressed as a percentage.
Why are we showing quartiles?
Each quartile represents 25 per cent of the workforce. The lower quartile shows the lowest paid 25 per cent of the workforce, while the top quartile shows the highest paid 25 per cent of the workforce.