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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.

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. We do not discriminate based on gender.

Our 2021 gap (12.3%*)  exists because we have fewer women in senior roles and jobs in the utilities industry have historically been predominantly male occupations. Men have worked for the Company for many years and moved up our hierarchy. We are working really hard to ensure our future looks different. 

We are addressing our pay gap and we are actively seeking to diversify our workforce. Some of the actions we are taking are:

  • Creating a Company Diversity and Inclusion group
  • Providing unconscious bias training for all members of staff
  • Giving managers recruitment training
  • Making sure our job adverts attract a wide range of people with the help of specialist copy writers

These actions, together with new recruitment processes, form part of our plan to help increase representation of women and other under-represented groups, at all levels, within SES Water.

Below we've highlighted the key metrics for 2020 and 2021. Our 2020 pay gap was 15.1%.

SES Water confirms the gender pay gap information published in these reports is accurate.

Ian Cain

Group Chief Executive Officer

*12.3% is the mean. 14.7% is the median.

Summary of the latest key figures

Out of a total employees count of 352, there were two men excluded from both the pay and bonus gap reports as they were not employed on the 5 April snapshot date. A further seven non-executive directors were excluded, leaving 343 employees included in both the bonus and gender pay gap report.

Our gender pay gap results are based on full pay relevant employees alone and are therefore based on 341 employees of which 133 (39%) are women and 208 (61%) are men. One female member of staff was on maternity leave, and a male member of staff was on sick leave.

Gender pay gap

This table shows the mean and median percentage differences between the hourly rates paid to each gender.

 Pay gap  2021  2020
 Mean  12.3%   15.1%
 Median  14.7%  18.6%
Bonuses paid

This table shows the percentage of men and women that received a bonus in the twelve months preceding the 5 April 2021 snapshot date.

 Bonuses paid  2021  2020
 Men  84.2%  84.3%
 Women  76.1%  75.7%
Gender bonus gap

This table shows the mean and median percentage differences between the bonuses paid to each gender in the preceding 12 months to the 5 April 2021.

 Bonus gap  2021  2020
 Mean  44.5%  27.6%
 Median  0.0%  0.0%
Distribution of employees across the pay range
   2021  2020
 Quarters  Male  Female  Male Female 
 Overall  61.0%  39.0%  64.4%  35.5%
 Upper  69.4%  30.6%  75%  25%
 Upper-mid  69.4%  30.6%  73.7%  26.3%
 Lower-mid  52.9%  47.1%  53.9%  46.1%
 Lower  52.3%  47.7%  55.3%  44.7%

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 median 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 quarters?
Each quarter represents 25 per cent of the workforce. The lower quarter shows the lowest paid 25 per cent of the workforce, while the top quarter shows the highest paid 25 per cent of the workforce. 

                  

 

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