Behind the numbers
Our mean gender pay gap is 22% while our median gender pay gap is 18%. It’s important to note that this is not a measure of the difference in pay between men and women for doing the same job. That’s gender equality and it is something we take very seriously. We have rigorous systems and checks in place to ensure our employees are paid equally for the same roles - where the skills, knowledge and responsibility required are alike.
Our gender pay gap is driven by the uneven distribution of men and women across the business and the type of roles they do.
Like other employers in our sector, we have more men than women in senior positions, with women under-represented in specialist technical roles. These positions often attract high levels of remuneration due to scarcity of skills or highly competitive markets. The gap is compounded because many of these positions attract premiums for working offshore or in shifts.
Our mean gender bonus pay gap is 33% and our median gender bonus pay gap is 19%. The higher mean gap is due to a greater number of men than women in roles which carry a higher proportion of performance-related variable pay.
Our men and women have equal opportunities for roles involving performance related variable pay, with 89% and 84% receiving an award respectively. Our male top bonus earners significantly influence our mean gender bonus pay gap, while our relatively consistent distribution of bonuses explains our lower median gender bonus pay gap.