Our gender pay gap report
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. We have highlighted the key metrics for 2018, 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. Most importantly, we are confident that at SES Water men and women are paid equally for doing equivalent jobs, regardless of gender. 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 maths) fields have been predominantly male occupations with historically low participation among women. In fact, just 23% of the core STEM workforce in the UK are women (WISE UK statistics 2017) and the UK has the lowest percentage of female engineering professionals in Europe.
Nevertheless, our figures highlight the need for us to ensure we are continually challenging ourselves to be more inclusive. Some of the actions we are taking 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.
This statement and information published is a true reflection of our position.
Our gender pay gap reports
Summary of the latest key figures
|Gender pay gap 2018|
|Employees receiving bonus pay||170 (85.9%)||79 (83.2%)|
|Full-pay relevant employees in each quartile|
|Upper quartile||56 (76.7%)||17 (23.3%)|
|Upper middle quartile||54 (74%)||19 (26%)|
|Lower middle quartile||44 (60.3%)||29 (39.7%)|
|Lower||43 (58.9%)||30 (41.1%)|
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.